Peoplebank and Leaders IT: A Fresh Look for a New Era in Recruitment

The Risk of AI in the Financial Services Sector

Tue, 31 Mar 2026 23:00:00 GMT

AI-Generated Voices: The New Breach of Trust in Financial Services Communication Channels

At Peoplebank, our Financial Services recruitment specialists work daily with banks, super funds, insurers, and fintech teams hiring across cybersecurity, data, and engineering. One industry message is becoming clear: voice is no longer a trusted channel. AI-generated speech, voice cloning and text-to-speech, is enabling attackers to impersonate staff, bypass internal processes, and trigger actions that put customer data and funds at risk (Yamagishi et al., 2021). This is where Peoplebank’s Financial Services domain expertise matters.

Why this matters now for banks, super funds, and insurers and how we can help

We’ve seen attackers increasingly target the human layer around critical systems; service desks, contact centres, identity recovery and approval workflows, where persuasion tactics such as authority and urgency can increase compliance. In deepfake-driven social engineering, a convincing impersonation can override standard protocols, resulting in unauthorised actions, fraud, data exposure, and operational disruption. (Hatfield, 2020; Pedersen et al., 2025)

Because Peoplebank’s Financial Services team understands how these environments operate; regulated workflows, separation of duties, audit trails, and strict change Pcontrols, we also see the practical challenge: fixing this isn’t just a security policy update. It’s a combination of process design, technology controls, and specialist capability.

Can AI detect AI voice? The Engineering Problem

Financial services organisations are increasingly exploring audio deepfake detection (ADD), models trained to distinguish bona fide speech from synthetic or converted speech. Modern approaches leverage robust speech representations and are tested against evolving spoofing methods, including conditions like compression and channel noise typical of telephone calls (Yi et al., 2022). Research also shows the hardest part is generalising across new voice-generation techniques, which is why detection needs continuous improvement, not “set and forget” deployment (Cross-Domain Audio Deepfake Detection, 2024).

In practice, effective controls often look like a layered system:

Real-time call risk scoring for inbound/outbound calls
Step-up verification for high-risk requests (e.g., callback to a known directory number, secure messaging confirmation)
Agent and employee warnings embedded in softphones/CRM tools when AI likelihood is high
SOC/Fraud monitoring and playbooks for flagged repeat fraudulent calls

How this becomes a hiring and capability issue

Implementing voice authenticity at scale requires specialist talent across cybersecurity, identity and access management (IAM), telephony/contact-centre platforms, data engineering, ML engineering, and MLOps. It also requires governance to manage false positives and ensure controls don’t harm customer experience.

Hiring for voice-security programs isn’t generic tech hiring, it requires recruiters who understand regulated FS delivery, security operating models, and the skills that translate into production outcomes.

If you’re uplifting resilience against AI-driven impersonation, submit a role today and speak with a Peoplebank Financial Services specialist to find the right cyber, ML/AI, and data engineering talent.

References

Yamagishi, J., Wang, X., Todisco, M., et al. “ASVspoof 2021: accelerating progress in spoofed and deepfake speech detection.” Accessed March 17, 2026. https://arxiv.org/abs/2109.00537
Yi, J., Fu, R., Tao, J., et al. “ADD 2022: the First Audio Deep Synthesis Detection Challenge.” Accessed March 17, 2026. https://cisaad.umbc.edu/add-2022/
Cross-Domain Audio Deepfake Detection: Dataset and Analysis. “Cross-Domain Audio Deepfake Detection: Dataset and Analysis.” Accessed March 17, 2026. https://arxiv.org/abs/2404.04904
Hatfield, J. “How social engineers use persuasion principles during vishing attacks.” Accessed March 17, 2026. https://doi.org/10.1108/ICS-07-2020-0113
Pedersen, K. T., Pepke, L., Stærmose, T., Papaioannou, M., Choudhary, G., & Dragoni, N. “Deepfake-Driven Social Engineering: Threats, Detection Techniques, and Defensive Strategies in Corporate Environments.” Accessed March 17, 2026. https://doi.org/10.3390/jcp5020018

High Pay or Remote Flexibility? Can You Have Both?

Sat, 28 Feb 2026 23:00:00 GMT

High Pay or Remote Flexibility? Can You Have Both?

For digital, IT and tech recruiters in Australia, the post-pandemic hiring landscape has shifted fundamentally. Employers and employees alike increasingly prize remote and hybrid work, but as more job candidates request “work from anywhere” arrangements, a dilemma emerges: does remote flexibility come at a cost to salary? Or is Australia’s tech sector trending towards a new equilibrium, where the best candidates can have both?

The Rise of Remote Work in Australia’s Tech Market

In 2025, the Australian Bureau of Statistics reported 36.2% of the workforce to be working from home [1] , with 36% of tech job postings referencing fully remote work [2] and up to 98% promoting some form of flexibility [3] . Candidate demand for these roles shows no sign of slowing down. The digital skills gap and nationwide competition mean even SMEs (Small and Medium-sized Enterprises) are offering remote options to attract sought-after talent.

Pros and Cons: Company and Candidate Perspectives

For employers, remote work presents two major benefits:

Wider Talent Pool: If you’re based in Melbourne but need a specific technical skill, remote search can attract applicants nationwide, from urban Sydney to regional Queensland, reducing critical vacancy times and skill shortages
Retention & Engagement: Numerous workforce surveys show flexibility is a top three motivation for Australian tech workers, especially among software engineers, security specialists and project managers [4]

But there are drawbacks. Peoplebank’s recent conversations with Hiring Managers, indicate that pay bands for remote roles can be lower. This is particularly the case if the candidate is based outside of major metro areas, or if the employer is focused on cost efficiency over market parity. This practice is partly influenced by the drive to maintain internal equity and manage wage budgets when offering interstate or regional flexibility.

Emerging Salary Trends: Do Remote Roles Pay Less?

Unlike the US, Australia’s tech market has not widely adopted rigid location-based pay structures. Yet there is an emerging trend: data from the Peoplebank February 2026 Salary Guide [5] , reveals that while high-demand skills like DevOps, Cyber, and Data often command top salaries wherever candidates are based, some employers are starting to offer reduced rates for fully remote workers residing outside the big East coast cities, opting to match local rates instead. In some cases, remote roles may pay 5-25% less than equivalent in-office ones. However, it’s worth noting that for the most senior and specialised positions, organisations are often forced to maintain top salary bands. Flexibility becomes a bargaining chip rather than a substitute for pay.

Are the Best Roles Both Flexible and Lucrative?

The answer, at least in 2026 Australia, is nuanced. For most generalist tech roles, there is sometimes a small trade-off: remote-first positions may pay slightly less. But for hard-to-source specialists or high-performing talent, flexible and hybrid arrangements are often in addition to competitive salaries, not a substitute for them. As competition tightens, leading employers increasingly know they can’t pick just one: remote flexibility and high pay go hand in hand for the best candidates.

Curious about what it takes to attract the top talent?

Peoplebank’s February 2026 Salary Guide detail’s role‑level and regional breakdowns across 13 tech sectors and 100+ roles, this is the definitive playbook to stop guessing and start winning talent. See where your salaries and policies stand: https://www.peoplebank.com.au/salary-guide

Looking to attract those high-performing, flexibility-driven candidates? Post your vacancy and we’ll help you find the best talent fit for your role: https://www.peoplebank.com.au/new-submit-vacancy

References:

1. Australian Bureau of Statistics. “Working arrangements.” Accessed January 29, 2026. https://www.abs.gov.au/statistics/labour/earnings-and-working-conditions/working-arrangements/latest-release

2. Hiring Lab. “Remote Work Remains a Steady Presence in the Labor Market.” Accessed January 29, 2026. https://www.hiringlab.org/2023/12/12/remote-work-remains-a-steady-presence-in-the-labor-market/

3. Australian HR Institute. “Hybrid and Flexible Working Practices in Australian Workplaces in 2025.” Accessed January 29, 2026. https://www.ahri.com.au/resources/hr-research/hybrid-and-flexible-working-practices-2025

4. Peoplebank. “Peoplebank February 2026 Salary Guide” Accessed January 29, 2026 “ https://www.peoplebank.com.au/salary-guide ”

Insights from our February 2026 Salary Guide

Sat, 31 Jan 2026 23:00:05 GMT

Peoplebank Salary Guide Insights - February 2026

As Australia’s tech and digital industries evolve, timely market data is essential. The Peoplebank February 2026 Salary Guide is new, improved and packed with the latest role level and regional benchmarks across 13 tech sectors and 100+ roles, helping employers and employees act with confidence.

Built on fresh market data and frontline insights from our state Directors and senior recruiters, this edition shows hiring shifting from reactive, short-term fills to strategic capability building. For 2026, demand is concentrated on transformation specialists who can embed AI, automation, cloud and cybersecurity into sustainable business infrastructure.

Here’s a quick teaser of the regional insights waiting for you inside the guide:

NSW: Employers are favouring permanent headcount and investing in capability building across cybersecurity, AI and cloud.
VIC: The market has been reshaped by restructures, driving fierce competition for niche AI talent and specialist contractors while generalist roles face greater pressure.
QLD: Contractor premiums have eased and permanent salaries are nudging up, with strong demand for AI, data and SAP skills.
ACT: Federal hiring is steady, with high demand for cyber, data and cloud roles amid tightened budgets and a renewed focus on governance.
WA + SA: These markets are experiencing steady, skills driven growth across government, resources and defence, led by demand for cloud, data and operational technology (OT) security.

Tim Moran, Peoplebank’s Managing Director, notes that the market is more outcome‑focused heading into 2026: organisations that plan early, invest strategically and remain adaptable will win the talent race.

More than just salary bands, the Peoplebank February 2026 Salary Guide delivers hard market intelligence, expert commentary, trend analysis, contract vs permanent splits, regional variances and role‑level statistics you can act on today.

These insider perspectives and data points turn guesswork into strategy: set competitive offers, forecast hiring budgets, close retention gaps and protect delivery timelines before the market moves.

Download the full Peoplebank February 2026 Salary Guide for clear charts, regional insights and reliable benchmarking, or submit a vacancy today and let us match the best candidate to your needs!

Peoplebank’s 2026 Tech Recruitment Predictions

Wed, 31 Dec 2025 23:00:13 GMT

2026 Tips and Tricks from Senior Account Manager Sumi Dahal

As organisations prepare for another year of rapid technological change, hiring strategies must evolve. We asked Sumi Dahal, Senior Account Manager at Peoplebank , what she expects to see in tech recruitment for 2026. Her view is pragmatic and people-first: the next wave of hiring will be defined by AI fluency, stronger cybersecurity needs, and a renewed focus on attitude over credentials.

The single biggest change will be that AI and automation skills become baseline. “Companies will look more for people who know how to use AI and automation,” Sumi says. “They’ll want candidates who can work with these tools to make tasks faster and smarter. There will also be more focus on data privacy, cybersecurity, and making sure AI is used in a safe and ethical way.” In practice, this means employers will prioritise candidates who can integrate AI into workflows, automate repetitive tasks, and apply guardrails that protect data and reduce risk.

The roles in demand will be AI, data and security specialists. Sumi expects strong growth in roles such as AI/ML engineers, data scientists, and even prompt engineers - positions that help organisations turn AI capability into tangible business outcomes. At the same time, cybersecurity roles will remain critical, as digital attack surfaces expand and regulatory scrutiny increases. Employers should prepare for intensifying competition for these specialist skills and adapt their attraction and retention strategies accordingly.

Sumi’s single piece of advice to hiring managers cuts through typical checklist hiring: “Hire for attitude and learning, not just experience.” With tech evolving quickly, candidates who are curious, adaptable and motivated to learn will outpace those with static skillsets. This means giving serious consideration to early career talent and people making career transitions. If they demonstrate the right mindset, they can be fast learners and long-term contributors.

What this means for Hiring Managers:

Reframe job descriptions to emphasise adaptability and AI adjacent skills
Invest in onboarding and ongoing learning so hires can grow into new technologies.
Build hybrid hiring pipelines, mix senior specialists with early career talent to balance immediate capability and future growth.
Strengthen partnerships with recruiters who understand both the technical skillset and the behavioural traits that predict success in a fast-moving environment.

How Peoplebank can help

Peoplebank works with clients to identify the right mix of permanent and contract talent, and to surface candidates who combine technical potential with the right attitude. Whether you need AI specialists, data science talent, or security experts, we can help you find adaptable, high potential teams, and develop the people who will thrive in 2026 and beyond.

Ready to find the talent that will drive your 2026 strategy?

Submit your role and let Peoplebank match you with candidates who are not just qualified, but prepared to learn and lead: https://www.peoplebank.com.au/new-submit-vacancy

Permanent vs Contract: Pick the Right Fit for Your IT & Digital Needs

Sun, 30 Nov 2025 23:00:00 GMT

Pick the Right Fit for Your IT & Digital Needs

Hiring isn’t one size fits all, it’s about matching the engagement model to the problem you need solved. Permanent and contract hires both deliver value, just in different ways. Choose well and you save time, money, and headaches; choose poorly and you invite churn and delays. Not sure which model fits? Peoplebank can assess your role, budget, and timeline, recommend permanent vs contract, and then run the process end-to‑end.

When permanent makes sense

Permanent hires shine where continuity, ownership and culture fit drive outcomes. They accumulate knowledge, earn stakeholder trust, and make decisions with a multi‑quarter horizon in mind. This matters for roles that steward product roadmaps, manage critical platforms, or carry operational responsibilities like on‑call, security, or compliance. Typically, permanent hires advocate for reducing tech debt and follow sustainable delivery practices because they’ll have to support the system over time.

Benefits:

Deep product knowledge and long-term accountability
Stronger cultural fit and team cohesion
Easier succession planning and career development

Trade-offs:

Higher ongoing cost (salary + benefits)
Longer recruiting and ramp-up timelines
Less flexibility to scale down quickly

When contract is the smarter choice

Contractors excel on focused, time-bound challenges: migrations, security audits, performance tuning, proof of concepts, or surge delivery ahead of a deadline. You’re buying targeted outcomes and speed. Senior contractors bring cross-industry patterns, cut experimentation time, and can parachute into messy situations to stabilise them. Well written statements of work with clear deliverables, acceptance criteria and IP assignment reduce risk and keep everyone aligned.

Benefits:

Fast start and immediate productivity
Access to niche skills without long-term commitments
Scale up or down with demand

Trade-offs:

Potential knowledge transfer‑gaps at contract end
Higher day rates in tight markets
Extra payroll/compliance overhead if unmanaged – Contact us for payroll services!

How to decide for your specific situation

Look at these three lenses:

Time horizon:
Under 6 months to hit a fixed outcome? Contract
Ongoing ownership or multi‑year roadmap? Permanent
Work type:
Build/transform (greenfield, migration, rescue missions) leans contract
Run/operate (platform stewardship, BAU enhancements) leans permanent
Constraints:
If speed, budget flexibility, or headcount caps are binding, contractors help you move without permanent FTE impact
If culture, IP depth and succession matter most, permanents win

Ask these pragmatic questions before you post a role:

Is the work on-going and central to your product strategy? If yes → permanent
Is the need short‑term, specialised or urgent? If yes → contract
Do you need flexibility for unpredictable workloads? → contract
Is long‑term knowledge retention and culture a priority? → permanent

Smart hybrid approaches

You don’t have to choose exclusively. Common patterns include:

Contract-to-perm: accelerate delivery now, convert if the fit and long‑term need align
Core-periphery: a small permanent core for continuity, layered with contractors for peaks and specialist projects
Managed squads: outcome-based teams delivering a defined backlog with embedded knowledge‑transfer milestones

Bringing it together: let Peoplebank de‑risk and deliver

Choosing permanent for continuity or contract for speed is only half the decision - execution determines outcomes. Peoplebank runs the end-to‑end process, so you don’t have to.

What we handle for you:

Upfront onboarding and handover: pair contractors with permanents, capture lightweight architecture decisions, require run-books
Access and governance: start/finish automations, clear SOWs with deliverables, SLAs and review cadences
Transparent costing: compare total cost of ownership (salary, benefits, ramp) vs contractor models (day rates, fees, handover overlap)
Compliance and payroll, right-to-work checks, insurances, timesheets and prompt payment

Whether you need a permanent hire, a specialist contractor, or a blended model, we’ll recommend the right approach and execute it smoothly. Ready to hire? Submit your vacancy !

How to Fill Roles Quickly Without Compromising on Candidate Quality

Fri, 31 Oct 2025 23:00:00 GMT

We Cut Your Hiring Timeline, Not Your Standards

Speed is essential in today’s hiring market, but moving quickly shouldn’t mean settling for less.

“At Peoplebank, we specialise in making the entire recruitment process faster, easier, and more reliable, so you get the right person, right when you need them, without the stress or risk of a rushed hire.” - Abi Morton, Sourcing Specialist @ Peoplebank

The Traditional, Time-Consuming Approach

Hiring without a specialist partner often means weeks spent figuring out what you need, crafting job ads, sifting through hundreds of resumes, and juggling interviews. If you’re not sure exactly what you want, the process can drag on even longer, leading to lost productivity and higher costs. Delayed onboarding, compliance hassles, and back-and-forth with candidates can slow things down further and make it hard to secure top talent before your competitors do.

The Peoplebank Way: Fast, Focused, and Hassle-Free

Here’s how we dramatically reduce your time-to-hire:

1. Rapid briefing, even if you’re unsure who you exactly need
Most hiring managers only have a rough idea of the role. At Peoplebank, all we need are a few keywords or a general direction. We’ll ask the right questions and quickly turn that into a detailed job profile, removing the guesswork and wasted time.

2. Deep talent pool, lightning-fast shortlisting
With a network of over 750,000 pre-qualified tech specialists, our recruiters immediately tap into the best-fit candidates, often putting forward a shortlist of 3-4 top people for your review within days. Many times, we have someone in mind before the job description is even finalised!

3. End-to-end management of the hiring process
From reviewing resumes and conducting interviews to compliance checks and onboarding, we handle it all. You don’t have to spend weeks on admin or candidate screening. Our team curates every step, so you only see the best.

4. Clear, confident choice
Once you have your shortlist, all that’s left is to pick the candidate who fits your team best. You can ask us for more details or run additional interviews, but the heavy lifting is done!

Results That Make a Difference

With Peoplebank, clients routinely fill positions faster. Our streamlined approach and deep talent pool mean fewer delays, less back-and-forth, and better long-term hires.

Ready to Hire the Easy Way?

Reduce time-to-hire while ensuring quality, compliance, and peace of mind.

Submit your vacancy today and experience how simple and effective hiring can be with Peoplebank: Submit a Vacancy

How to Write a Standout Tech Resume

Wed, 01 Oct 2025 00:00:01 GMT

Expert Insights from IT Recruiter Jaylene Quiaonza

1. Start with Strong Personal Details

Jaylene emphasises the importance of having up to date contact information: “Very often we see CVs that don't even have a name on it.” Don’t forget your location (city is enough), phone number, email, and especially your LinkedIn profile. If you’re a developer, Jaylene says, add a “GitHub link if you have one… especially if you’re more junior as it can showcase a lot more of your personal projects.”

2. Write a Focused Summary

Jaylene recommends that in your personal summary at the beginning of your resume you mention “who you are, what you've done and how many years of experience you have.” Essentially, you’re “putting the whole CV into three to four sentences.”

She also points out that adding soft skills in this section brings out your personality in the resume, helping it stand out, especially when “most developer CVs look exactly the same.”

3. List Technical Skills Clearly - “Technical skills are really important for your more technical roles.”

Jaylene prefers a breakdown by category; technologies, microservices, tools, databases, etc, but warns that the skills section should only include “things you've actually worked with.” She also notes that while tables look good, formatting can sometimes be inconsistent when applying through different ATS systems, so sometimes it is easier to just write a list.

Above all, “If it's on your CV, you should be able to speak to it” in an interview.

4. Detail Your Career Experience

Jaylene advises, “You want to talk about what projects are you working on, your key responsibilities and your achievements.” For each role, list:

Key information: Dates, Company, Title, Location
Project Overview: If relevant, highlight your most impressive project(s) whilst working this role.
Key Responsibilities & Achievements: Use clear bullet points. Jaylene suggests putting things like, “completed project two weeks ahead of schedule or 30% under budget.”
Technologies Used: Be specific and consistent with your technical skills section.

She also notes, “Not everyone reading your CV is technical… so you want to make sure it's really easy to read, and it makes a lot of sense for whoever's reading it.”

5. Education & Certifications

Jaylene recommends applicants include all relevant certifications “as it shows you’re constantly upskilling” and of course any formal education (BSc, MIT, MBA). Placement within the CV isn’t critical, just make sure they’re easy to find.

6. References

Having “references ‘on request’ is fine.” This keeps your resume focused and concise.

7. Final Tips from Jaylene

“Don't add technologies you learned about at university if you’ve never used them in practice.”
“Always be upskilling and include new certifications.”
“Bring in key achievements and quantify with numbers where possible”

On resume length: “If you've got 20 years of experience, trying to squash that onto 2 pages, it's not gonna work. For someone that's mid-range of their career, I'd say anywhere between 3 to 7 pages is pretty standard.” To avoid being too long, Jaylene suggests summarising roles into bullet points beyond the last 10 years.

A well-structured, skills-focused tech resume not only tells your story but demonstrates your professionalism, let your unique skills and experience shine through, just as Jaylene recommends.

Ready to put your standout resume to work? Browse tech jobs at Peoplebank now!

The AI Revolution and its Winners and Losers in the Tech Sector

Thu, 11 Sep 2025 06:02:08 GMT

How is AI impacting the technology sector in 2025?

Artificial Intelligence (AI) is no longer just a buzzword; it’s the engine driving some of the most profound changes in the history of technology. Over the past decade, AI has moved from theory to practice; reshaping industries, business models, and everyday working life. From chatbots answering customer queries to complex algorithms managing global supply chains, AI’s reach is extensive.

Yet, with every technological leap, there are winners and losers. Some jobs are transformed, others limited, and entirely new ones spring into existence. For employers, the challenge is to understand these changes and build teams that keep pace. For tech professionals, the opportunity lies in learning to work alongside AI, leveraging its power to accelerate careers rather than hinder them.

This article explores how AI is impacting a broad spectrum of tech domains: digital transformation, data and analytics, cybersecurity, project services, development and testing, cloud and infrastructure, architecture, enterprise platforms (CRM, SAP, ERP), and executive IT. We’ll highlight the new roles emerging due to AI’s rise, and show how Peoplebank’s expertise can help you navigate, and thrive, in this dynamic environment.

Executive IT

For executive IT leaders, AI is now a strategic imperative. Strategic leadership in AI-driven digital transformation requires ethical governance, cross-functional synergy, and a sustainable approach to innovation [9] . Hirers are looking for visionary leaders who understand business, technology, and ethics, and can drive organisational change through responsible AI adoption. The ability to manage cross-functional teams and set long-term digital strategies is paramount.

Pros: Enhanced decision-making, ability to unlock new business models, improved organisational competitiveness.
Cons: Accountability for AI ethics and compliance, risk of strategic missteps if AI is poorly understood or implemented, need for continuous learning.

Peoplebank supports executive searches and strategic IT hiring to ensure organisations have the leaders needed to innovate with AI.

Digital Transformation

AI has become the backbone of digital transformation, driving business agility and innovation. Process mining powered by AI is increasingly used to identify bottlenecks and enable automation, with organisations reporting incremental annual growth and improved operational efficiency [1] . For Hiring Managers, this means seeking candidates who can lead change, integrate intelligent automation into legacy systems, and drive adoption across departments. Skills like process mining, workflow automation, and change management are highly sought after.

Pros: Increased speed, reduced errors, enhanced customer satisfaction.
Cons: Initial investment in AI tools, workforce up-skilling, risk of job displacement especially in repetitive roles.

For organisations seeking digital transformation , Peoplebank offers access to candidates skilled in AI and automation, key for future-proofing your team.

Data and AI

Data is the “fuel” for AI, and the tech industry’s appetite for data scientists, engineers, and analysts continues to surge. AI’s effectiveness depends on robust data pipelines and data quality, and the demand for skilled professionals in data engineering and analytics is only growing [2] .

Pros: Enhanced forecasting, better business intelligence, improved decision-making, greater competitive advantage.
Cons: Data privacy concerns, algorithmic bias, need for robust governance and compliance.

For tech professionals, investing in AI and big data skills is one of the most effective ways to future-proof their careers and become indispensable contributors to digital transformation initiatives.

Cybersecurity

AI is revolutionising cybersecurity by automating threat detection and response. Modern cybersecurity increasingly relies on supervised learning, anomaly detection, and deep learning to identify threats at machine speed and scale [3] . Hirers are searching for security specialists who can work with AI-powered tools, interpret complex patterns, and stay ahead of adversarial AI tactics.

Pros: Faster response to threats, improved risk management, ability to defend against zero-day exploits.
Cons: Rise of adversarial AI (malicious use of AI by attackers), need for continuous up-skilling, ethical and privacy challenges in monitoring.

Cyber talent is in high demand, and Peoplebank connects organisations with specialists ready to tackle next-gen security challenges.

Development and Testing

AI is changing the way software is developed and tested. AI-powered tools now automate code generation, bug detection, and test case creation, leading to greater productivity and code quality [5] . Hiring trends now favour developers who can work with AI-assisted coding tools, automate testing, and adapt to new workflows. The ability to combine creative problem-solving with technical prowess is key, as is a willingness to learn new platforms and languages.

Pros: Increased productivity, faster release cycles, improved code quality, reduced manual testing.
Cons: Risk of over-reliance on automation, need for human oversight, shifting skill requirements, potential for new types of bugs introduced by AI-driven tools.

Developers who learn to collaborate with AI tools are more valuable than ever, a trend reflected in Peoplebank’s tech talent pool.

Cloud and Infrastructure

Cloud computing and AI now go hand-in-hand, with AI-driven infrastructure management enabling resource optimisation, predictive maintenance, and automated scaling. AI-powered predictive maintenance allows organisations to proactively manage cloud environments and identify issues before they cause downtime [6] . Employers seek candidates with hybrid skills, expertise in cloud platforms and the ability to integrate AI-driven solutions. Understanding automation frameworks, security implications, and cost management are essential.

Pros: Cost savings, reduced downtime, scalable solutions, smarter resource allocation.
Cons: Increased complexity, need for hybrid skills in cloud and AI, risk of vendor lock-in, security risks if not managed well.

Peoplebank’s network includes experts in cloud-AI integration, supporting business growth and resilience.

Architecture

System architecture is evolving to support AI workloads, demanding scalable, secure, and ethical solutions. AI is being used to design microservices architectures that are modular, scalable, and resilient [7] . Hiring managers look for architects experienced in distributed systems, microservices, and designing for large-scale AI applications. Skills in balancing technical, ethical, and business requirements are prized.

Pros: Flexible, future-proof systems, ability to handle large AI-driven applications, easier updates and scaling.
Cons: Greater system complexity, need for specialised architectural expertise, higher maintenance costs.

CRM, SAP, ERP

Enterprise platforms like CRM, SAP, and ERP are being transformed by AI automation and analytics. The latest innovations in platforms such as SAP S/4HANA Cloud illustrate how generative AI is driving enterprise automation and intelligence [8] . Companies now hire specialists who can integrate AI into existing platforms, optimise workflows, and drive adoption of advanced analytics. Cross-functional collaboration and change management are increasingly important hiring criteria.

Pros: Improved customer engagement, operational efficiency, data-driven strategy, reduced downtime in core business processes.
Cons: Integration challenges, need for ongoing training, risk of data silos, managing change within large organisations.

Tech specialists in this space can expand their roles into AI integration, a key hiring focus for Peoplebank clients.

Emerging Jobs in the Age of AI

As roles evolve or become automated, entirely new jobs are emerging:

AI Ethicist: Ensures responsible AI development and deployment.
Machine Learning Operations (MLOps) Engineer: Bridges the gap between data science and production, managing AI models in live environments.
Prompt Engineer: Specialises in optimising inputs for generative AI models.
AI Product Manager: Guides development of AI-driven products and services.
Cybersecurity Analyst (AI focus): Designs defences against adversarial AI.
AI Trainer/Data Annotator: Prepares data and feedback for AI model improvement.
AI Integration Specialist: Facilitates seamless adoption of AI into legacy platforms.

Employers must keep pace by hiring for these new skill sets. Peoplebank’s expertise in tech hiring helps businesses identify and onboard talent for emerging roles, discover more here.

The AI revolution is not simply about jobs disappearing; it’s about transformation and opportunity. While automation may change the nature of work, it also creates new roles for those who upskill and adapt. Tech specialists who embrace AI will find their careers accelerated, not threatened. Employers, too, need partners who understand the evolving landscape and can guide them through change.

At Peoplebank, we’re committed to supporting our community through these shifts. Whether you’re searching for your next tech role or looking to add AI-ready talent to your team, our services connect you with the expertise needed to succeed:

AI is not a replacement, it’s a tool for those willing to learn, innovate, and lead. The winners of the AI revolution will be those who use it wisely.

References

1. Suljid, Vahid. “Strategic Leadership in AI-Driven Digital Transformation: Ethical Governance and Cross-Functional Synergy.” Journal of Applied Business Research (JABR). Accessed September 9, 2025. https://jabr.sbs.edu/article/view/48 .

2. IBM Institute for Business Value. “Automate to Elevate: The Value of AI-Powered Process Mining.” IBM. Accessed September 9, 2025. https://www.ibm.com/thought-leadership/institute-business-value/en-us/report/automate-business-processes .

3. Big Data Framework. “The Role of Artificial Intelligence (AI) in Big Data Analytics.” Big Data Framework. Accessed September 9, 2025. https://www.bigdataframework.org/knowledge/the-role-of-artificial-intelligence-ai-in-big-data-analytics/ .

4. Journal of Artificial Intelligence, Machine Learning and Data Science. “The State of AI-Driven Cybersecurity: Trends, Challenges, and Opportunities.” Accessed September 9, 2025. https://urfjournals.org/open-access/the-state-of-ai-driven-cybersecurity-trends-challenges-and-opportunities.pdf .

5. Journal of Artificial Intelligence, Machine Learning and Data Science. “AI in Project Management: Enhancing Efficiency, Decision-Making, and Risk Management.” Accessed September 9, 2025. https://urfjournals.org/open-access/ai-in-project-management-enhancing-efficiency-decision-making-and-riskrnmanagement.pdf .

6. IBM. “AI in Software Development.” IBM. Accessed September 9, 2025. https://www.ibm.com/think/topics/ai-in-software-development .

7. International Journal for Innovative Research in Technology (IJIRT). “Predictive Maintenance in Cloud Services: Analyzing Infrastructure with AI.” Accessed September 9, 2025. https://ijirt.org/publishedpaper/IJIRT169033_PAPER.pdf .

8. MDPI. “Designing Microservices Using AI: A Systematic Literature Review.” MDPI. Accessed September 9, 2025. https://www.mdpi.com/2674-113X/4/1/6 .

9. SAP Community. “Exploring AI and Next-Gen Cloud ERP Innovations in SAP S/4HANA Cloud.” SAP Community. Accessed September 9, 2025. https://community.sap.com/t5/enterprise-resource-planning-blog-posts-by-sap/exploring-ai-and-next-gen-cloud-erp-innovations-in-sap-s-4hana-cloud-public/ba-p/14162730 .

Our August 2025 Salary Guide

Mon, 25 Aug 2025 14:00:05 GMT

Peoplebank Salary Guide Insights

As Australia’s tech and digital industries continue to shift, understanding talent market trends is more important than ever.

Peoplebank’s August 2025 Salary Guide offers up-to-date salary benchmarks and industry insights for IT and digital professionals across Australia, supporting clients and candidates in making informed hiring and career decisions.

Informed by insights from our state-based Directors, this edition reveals how the IT and digital employment market is evolving in each region. Across New South Wales , businesses are reinvesting in permanent headcount with more confidence, particularly in cybersecurity and enterprise transformation roles. In Victoria , although budget constraints are tightening in some sectors, hiring in fintech, health tech, and product development remains active—especially for Software Engineers, Business Analysts, and Project Managers.

In Queensland , demand is strong across infrastructure, cybersecurity, and AI/automation specialists, with a renewed interest in permanent hires and strategic digital programs. Meanwhile, South Australia continues to see a steady push for digital transformation, with large enterprise and government projects requiring local tech talent across project services and cloud. Western Australia is seeing stability in government hiring, particularly for project and systems roles, while commercial businesses are again seeking contractors as project pipelines reopen.

The 2025 salary data also reflects a continued rise in demand for professionals in AI , automation, cloud computing, cybersecurity , and project transformation .

With salary trends, state-by-state insights, and commentary from industry leaders, the Peoplebank August 2025 Salary Guide is your go-to resource for navigating the evolving tech recruitment landscape.

Download the full Salary Guide here and make informed decisions about your tech talent needs.

Pathways Into Cybersecurity: Is There a Right Way In?

Mon, 04 Aug 2025 23:48:37 GMT

How to stand out, or step in, to a growing field.

Cyber security continues to be one of the most in-demand areas of IT, with businesses facing mounting threats and needing professionals who can protect their infrastructure, data, and users. But for those looking to break into the industry (or move up within it) there’s often confusion about what the ideal path looks like.

Is a university degree essential? Do short courses count? Does infrastructure experience matter? In truth the best path often depends on individual priorities and contexts, but hopefully we can pass on some insights that lift the veil when it comes to navigating or crafting a career in cybersecurity.

There’s No One-Size-Fits-All Path

While some roles still list formal degrees as a prerequisite, many employers today are open to varied forms of experience and training, especially when candidates can demonstrate hands-on knowledge and a security focused mindset.

For example, programs like a six-month Application Development course or intensive real-world learning (like Leaders IT’s’ CUSP program), include industry placements or project-based assessments that are incredibly effective for opening doors to employment. As Senior Sourcing Specialist, Patrick Schumi affirmed, “in the right context you’ll often get just as much value from one of these focused programs as a broader three-year bachelor’s degree.”

Two Common Entry Routes Into Cyber Security

For those serious about a cyber security career, two clear entry points tend to emerge:

The Infrastructure Path
Starting out in roles like infrastructure engineer, network engineer, or system administrator allows professionals to gain a broad understanding of how systems connect and operate. Over time, they build a “security lens” into their work and transition into cyber-specific roles with a deep understanding of the environments they’ll be protecting.
The Direct Cyber Path
Others pursue cyber security certifications or degrees from the outset, aiming to move straight into an entry-level security role. This can work, but it may offer a narrower perspective compared to someone who’s worked across multiple IT domains.

When it comes to senior or specialist cyber roles, that infrastructure lens is often a game-changer. From the perspective of a specialist recruiter, Patrick says, “If you’ve worked across networking, platforms, and systems, your security thinking becomes broader. It’s not just about spotting one vulnerability; at the higher levels you need to be aware of a diverse range of risks others might miss.”

What Do Employers Really Want?

While some clients request very specific experience backgrounds, most employers prioritise practical experience and adaptability.

Some are looking for generalists they can train on particular tools or technologies. Others prefer candidates who’ve grown into cyber roles through other IT disciplines. The consistent key is showing a strong foundation in IT and a clear interest in security.

From his experience Patrick said, “there are more doorways open to those who’ve built a solid IT background and then transitioned into security. That foundation can make someone more effective in a cyber role, and more attractive to a hiring manager.”

Making the Move: Advice for Mid-Career Transitions

If you're already working in IT and looking to shift into cyber security, a great first step is to lean into the security elements of your current role.

Whether you're in network engineering, cloud infrastructure, or even development, there’s likely a security angle to your work. Flag that interest to your manager, take on related tasks, and consider upskilling through targeted certifications.

Then, look for bridging roles like security-focused network engineering or architecture, which blend existing skills with a stronger cyber emphasis. These stepping stones can eventually lead to fully specialised security roles.

The Pursuit Will Pay Off

There’s no universal blueprint for getting into cyber security, and that’s a good thing. Whether you’re coming from a structured university degree, a coding bootcamp, or a general IT background, what matters most is your curiosity, practical experience, and commitment to learning.

At Peoplebank, we’ve seen successful cyber professionals evolve through all kinds of journeys. If you're looking to explore the next step in your cyber career or find the right candidate for your team, get in touch with us.

Scaling Your Tech Team in a Skills Shortage: 3 Steps to Weather the Storm

Thomas.burt@peoplebank.com.au (Thomas Burt) — Mon, 30 Jun 2025 23:30:01 GMT

Australia’s tech sector continues to face crucial skill shortages, particularly in areas such as software development, cybersecurity, and cloud infrastructure.

For organisations trying to scale quickly, launch new products or undergo digital transformation the talent gap can feel like a bottleneck (or at least a very frustrating aspect of business operations).

While none of us can change market realities, it is possible to grow effectively without overextending or overworking your existing staff. With a forward thinking 3-phase approach to scale your tech team, you can create a far more sustainable internal talent pool, even in a talent-tight market.

1. Prioritise Critical Roles

Begin by clearly identifying the roles that are essential to progress now — not every hire needs to happen at once. This phase should focus on:

High-impact positions (e.g., Lead Developer, Cloud Engineer, Product Owner)
Contractors or consultants for immediate delivery
Partnering with a specialist recruiter to fast-track access to talent

It can also be helpful to use workforce planning tools to map existing capability against business demand, identifying real skill gaps vs. nice-to-haves in real-time.

2. Supplement with Flexible Talent

Once the foundation is stable, look at short-term or contingent hires to expand capacity without permanent headcount pressure.

Contracting is especially useful for:

Agile product teams
Time-sensitive projects
Specialist skills (e.g., penetration testing, DevOps automation)

Contract-to-permanent is also a great way to trial cultural fit and minimise long-term risk. Building a team that mesh well together avoids interpersonal issues impacting retention, a key point for all teams, but especially when addressing crucial and finite talent pools.

3. Building a Sustainable Talent Pipeline

With your core needs covered you can shift focus to building a sustainable team through:

Junior hires who receive structured pathways to professional growth and skill development
Diversity recruitment to reach new talent pools
Uplift employer branding and employee benefits to passively attract candidates over time

While there is a shortage of many tech skills businesses need now, there is a deluge of talented people willing to learn, with forward thinking and the right support many gaps can be filled.

Skills shortages will continue but with the right plan, your team doesn’t have to stall (or burnout trying to fill gaps).

If you need help finding the right talent for whatever phase of recruitment you are in, get in contact with one of our highly skilled Account Managers here.

Momentum 2025

Thomas.burt@peoplebank.com.au (Thomas Burt) — Tue, 03 Jun 2025 04:31:09 GMT

Taking the Chance to Reset and Carve a Clear Way Forward

Each year, Momentum gives us the opportunity to step away from the day-to-day and reconnect — not just with each other, but with the bigger picture of Peoplebank and Leaders IT family.

This year we were on the Central Coast of New South Wales, where we brought our teams from across the business together to reflect, realign, and re-energise around our shared goals and future direction.

Day One

We opened with a reflection on 2024 — acknowledging how far we’ve come, how our businesses have evolved, and the key moments that shaped the year.

We followed this with two engaging panel discussions featuring our team: the first explored how integrating personal passions can fuel professional success, while the second examined the habits and mindset of our high performers across the group.

Day Two

Shifted our focus toward transformation. We explored what it will take to evolve our business landscape for the future, with a highlight session from Laura Byrne, who walked us through our digital strategy roadmap and the exciting new innovations to expect in 2025.

The day closed with a forward-focused panel unpacking how we can harness the power of AI and data to drive smarter decisions and better outcomes across everything we do.

Looking Ahead

Momentum gave us the space to ask important questions, challenge each other’s thinking, and create a shared vision for how we’ll continue to grow — as individuals, as teams, and as a business.

But what truly stood out was the energy in the room — the openness, curiosity, and shared commitment to pushing ourselves and each other forward.

We’re returning to our day-to-day roles with purpose, clarity, and yes — momentum.

Now, it’s time to turn ideas into action!

Why Hiring on Contract is a Smart Move

Mimi.Petrakis@peoplebank.com.au (Mimi Petrakis) — Thu, 01 May 2025 00:00:05 GMT

Hiring IT Web Developers on Contract is a Smart Move for Your Transformation and Security Projects

In today’s fast-paced digital landscape , businesses undergoing transformation need to move quickly, stay flexible, and tap into specialised expertise. Hiring IT web developers on a contract basis is a powerful solution—especially for projects involving IT security, system upgrades, and digital transformation.

Contracting gives your business access to highly skilled professionals who are ready to hit the ground running. These IT contractors bring fresh perspectives, up-to-date technical knowledge, and hands-on experience across a range of industries and technologies. Whether you're looking to modernise your digital platforms, overhaul legacy systems, or strengthen your cybersecurity posture, contract developers can deliver results—fast.

A contract-based approach also offers a cost-effective and agile hiring strategy. Instead of long-term commitments, you gain immediate access to the right talent for the life of the project—reducing overheads while boosting productivity. This is especially valuable for short-term transformation projects or urgent IT security initiatives where specialised skills are essential but may not be needed long term.

At Peoplebank, we understand the importance of connecting businesses with proven IT web developers who can support transformation and compliance. From front-end specialists to full-stack developers with cybersecurity experience, our extensive contractor network ensures you can scale your team to meet critical delivery deadlines—without compromising on quality.

If your business is planning a digital transformation or rolling out new security protocols, now is the time to consider a flexible resourcing strategy.

Partner with Peoplebank to hire expert IT developers for your next project. Let’s make your transformation seamless.

What is a Change Manager?

Mimi.Petrakis@peoplebank.com.au (Mimi Petrakis) — Mon, 31 Mar 2025 20:30:00 GMT

What is a Change Manager?

In the fast-evolving IT and digital industry, organisations must constantly adapt to new technologies, processes, and strategies to remain competitive. A Change Manager plays a critical role in ensuring these transitions are smooth, effective, and embraced by all stakeholders.

The Role of a Change Manager

A Change Manager is responsible for guiding organisations through transformation initiatives , whether they involve implementing new software systems, restructuring teams, or adopting emerging technologies like AI and cloud computing. Their primary goal is to minimise resistance, ensure seamless adoption, and drive successful business outcomes.

Key Responsibilities of a Change Manager

Developing Change Strategies – Creating tailored change management plans that align with business goals and mitigate potential risks.
Stakeholder Engagement – Identifying key stakeholders and ensuring effective communication to gain buy-in and support.
Impact Assessment – Evaluating how changes will affect employees, processes, and business operations.
Training and Support – Implementing training programs and resources to help employees adapt to new systems and workflows.
Communication Management – Crafting clear messaging to keep teams informed and engaged throughout the transition.
Monitoring and Feedback – Tracking progress, gathering feedback, and making necessary adjustments to optimise the change process.
Ensuring Compliance – Aligning change initiatives with industry regulations, cybersecurity protocols, and company policies.

Why Change Managers Are Essential in IT & Digital

With digital transformation at the forefront of many industries, Change Managers play a vital role in ensuring smooth technology adoption . Whether a company is migrating to the cloud, implementing automation, or introducing agile methodologies, a Change Manager ensures that employees can adapt efficiently while maintaining productivity.

The Skills and Qualifications of a Change Manager

A successful Change Manager typically has expertise in project management, business transformation, and organisational psychology . Many hold certifications such as PROSCI Change Management, AgilePM, or PMP , along with experience in IT service management and digital strategy.

Hiring a Change Manager

As digital transformation accelerates, businesses are increasingly seeking Change Managers who can lead transitions with confidence and expertise. At Peoplebank, we specialise in sourcing highly skilled Change Managers to help organisations navigate complex IT and digital changes successfully.

If you're looking to hire a Change Manager or explore career opportunities in change management , connect with Peoplebank today.

Insights from our 2025 Salary Guide

Fri, 28 Feb 2025 22:30:00 GMT

As the IT & digital industry continues to evolve, staying informed on salary trends and employment dynamics is crucial for both professionals and businesses. Last month, Peoplebank’s highly anticipated February 2025 Salary Guide was released, offering comprehensive salary insights, job market analysis , and hiring trends to help you navigate the ever-changing landscape of IT & digital employment in Australia.

Key Insights from the Peoplebank Salary Guide 2025

Our latest salary guide delivered state-by-state salary benchmarks for various IT & digital roles, providing clarity for job seekers, hiring managers, and industry leaders. It also includes expert insights from Peoplebank specialists, highlighting the latest employment trends shaping the industry.

“Our Salary Guide reflects the major challenges and opportunities within the dynamic IT & digital industry. The guide serves as a critical resource for stakeholders, providing insights into commercial realities as the year begins and empowering both talent managers and IT & digital professionals to make informed strategic decisions aligned with the current market.”

Tim Moran, Executive General Manager, Peoplebank and Leaders IT

What’s Trending in the IT & Digital Job Market?

Job Market Stability : The number of professionals changing jobs has continued to decline since 2024, with a rise in job tenure. This suggests a growing emphasis on job security and long-term career planning in the IT sector.
Contractor Rates & Permanent Roles : A softening of contractor rates indicates a shift in preference towards permanent employment, reflecting a changing job market dynamic.
Talent Development Focus : Companies are prioritising in-house talent development , tailoring skills to meet their specific organisational needs rather than solely relying on external hires.

Most In-Demand Roles :

Software Engineers are in high demand as businesses invest in AI, automation, and cloud-based solutions to accelerate digital transformation.
Solutions Architects are increasingly sought after to design scalable, efficient, and secure IT infrastructures that support evolving business needs.

Download the Full Salary Guide

Understanding salary trends, hiring patterns, and emerging job market shifts can give you a competitive edge—whether you’re an IT professional planning your next career move or a business seeking top digital talent.

Download the full Peoplebank Salary Guide now to access the latest insights and ensure you're staying ahead in the IT & digital industry.

How is the 2025 IT & digital job market looking so far?

Sun, 02 Feb 2025 22:00:00 GMT

As we wrap up the first month of 2025 what have our experts learned?

Peoplebank Account Manager Elizabeth Fairweather shares her thoughts and predicts the trends to come

As 2025 gets underway, there's a sense of cautious optimism following the IT market slump of 2024.

Many industry observers are eagerly watching to see what this year will bring. While early signs are positive, there are still areas of the market that remain unstable. Offshoring continues to be a significant concern, with roles that were once considered secure increasingly being outsourced. On top of this, the impact of AI cannot be overlooked. Yet, despite these challenges, there are clear signs of growth, with new programs receiving approval, heavy investments in projects, and exciting developments in the pipeline.

I believe this growth, despite the ongoing offshoring trend, is indicative of the IT sector expanding as a whole. According to a recent report by leading analyst firm Gartner , IT spending in Australia is projected to reach AU$146.85 billion in 2025—an impressive 8.7% increase from the previous year. This surge is being driven by substantial investments in key sectors such as software, IT services, and data centre systems, with a particular emphasis on emerging technologies like generative AI (GenAI) and cybersecurity.

Looking back, 2024 was a year focused on operational improvements, integration, and data. But what can we expect in 2025?

Innovation is set to be the key theme of the year. Many companies spent 2024 reinforcing their internal IT infrastructures, waiting for the opportunity to make significant advancements in 2025. With a strong emphasis on improving data quality in 2024, many businesses are now positioned to take a more strategic approach to AI, unlocking the full potential of their data. Cybersecurity remains a top priority, especially with shifting power dynamics in the US, growing global uncertainties, and the growing number of data breaches in recent years. As a result, businesses are placing greater focus on safeguarding their operations.

The software market is undergoing rapid transformation, becoming increasingly competitive and a key driver of innovation. To stay ahead of the technological curve, more companies are turning to off-the-shelf applications and cloud platforms. These solutions not only offer cost-effective and scalable options but also enable businesses to quickly leverage cutting-edge technologies, streamline operations, and improve overall efficiency. As a result, adopting these platforms has become a strategic move for companies looking to maintain a competitive edge in a fast-paced digital landscape.

While many sectors are tightening their belts, the IT industry is taking a different approach. Australian businesses are recognising technology not as an expense to be cut, but as a critical investment for long-term success. Rather than scaling back, companies are embracing digital advancements to enhance efficiency and secure a competitive edge. This growing focus on digital transformation highlights how businesses are positioning themselves for sustainable growth by adopting innovative technologies that streamline operations and prepare them for future challenges.

Bring on 2025!

Sources:

https://www.linkedin.com/pulse/according-gartner-australias-sector-poised-investment-pierre-briand-cer4c/
https://www.gartner.com.au/en/information-technology/insights/top-technology-trends

Top 3 IT and Digital Employment Predictions for 2025

Tue, 31 Dec 2024 23:00:00 GMT

What's ahead for 2025?

The IT and digital sectors are at the forefront of technological change, shaping job markets and creating new opportunities. Now that we’re in 2025, the employment landscape is set to evolve dramatically.

Here are three key predictions that will define IT and digital hiring trends:

1. The Rise of AI and Automation Roles

The demand for AI professionals and automation experts will soar as industries increasingly adopt artificial intelligence to streamline operations. Roles such as Machine Learning Engineers , AI Data Analysts , and Automation Architects will be in high demand.

Why this matters: Businesses will need experts not just to build AI systems but to integrate them ethically and effectively into their operations. This will also spark growth in roles dedicated to AI governance and regulatory compliance to address societal and legal concerns.

2. Hybrid Work Models Become the Norm

The hybrid work revolution, driven by the pandemic, is here to stay. By 2025, companies will further refine their remote work strategies , ensuring seamless integration of on-site and off-site teams. IT roles such as Remote Systems Analysts and Cloud Collaboration Specialists will grow to support this shift.

Why this matters: The ability to work remotely will continue to attract top-tier talent. Employers must focus on robust digital infrastructures and collaboration tools to ensure productivity in distributed teams.

3. Cybersecurity: A Critical Focus

With the increasing sophistication of cyber threats, cybersecurity specialists will remain some of the most sought-after professionals in 2025. Roles like Cloud Security Architects , Penetration Testers , and Incident Response Managers will be essential as businesses fortify their defences.

Why this matters: Cybercrime costs are projected to rise, making investment in cybersecurity talent a top priority for businesses of all sizes. For candidates, certifications such as CISSP , CEH , and AWS Security Speciality will boost employability.

The IT and digital employment market in 2025 will be shaped by technological innovation, workplace flexibility, and the ever-growing importance of security. Staying ahead means embracing change, investing in skills development , and aligning with industry trends.

At Peoplebank, we specialise in IT and digital recruitment, helping professionals and businesses navigate the evolving tech landscape. Whether you’re a candidate looking for your next big opportunity or a company building a future-ready workforce, we’re here to help!

Top Resume and Interview Tips

Thu, 07 Nov 2024 00:17:41 GMT

Some resume tips:

Your resume is the first thing a potential employer will see from you. Make sure you take time planning and thinking about your resume, which is not just an overview of your technical skills but should also demonstrate your written, communication and organisational skills.

Your resume can make you stand out from the crowd and persuade the employer to move your application onto the next stage. Remember, there may be many people applying for the same job. So why should an employer shortlist you above others?

Things to triple check: spelling, dates of employment, tenses. Read and re-read: spell check will not pick up on all errors, punctuation or misused words (e.g. Manger instead of Manager).

How long should my resume be?

The most important thing to remember when writing your resume is to be concise and specific.

It should be long enough to provide specific details of your experience that is most relevant to the role you are seeking. List what you actually did and what you have achieved.

Concentrate on providing a detailed description of your work over the last 5-7 years. You can list earlier experience, but keep it brief.

If you were part of a team, detail the team’s work/project and provide details of the actual work you did within that project.

What about my references?

You should have three recent referees available to provide references for you.

Your referees should be people who can provide detailed responses on how well you performed your tasks and responsibilities, they should be someone you actually reported to and you must get their permission first.

Keep in contact with your referees, especially when you are actively seeking a new role as it is likely that someone will call them and ask about you.

Resume do’s:

Make sure your resume is easy to read, concise and to the point.
Address each selection criteria listed in the job advertisement and make sure these are also listed in the body of your resume.
Stick to short sentences and keywords.
List your outcomes and achievements – not just your daily activity.
Be sure to focus on what you can do for the employer, include specific examples.
Always quantify your past achievements and experiences.
Use a font that is easily legible – take extra pages if needed to explain your relevant experience.
Be specific. Keep to the point and include only what will sell your skills and abilities.
Use white space in your resume. It’s easier to digest and looks better than a cluttered resume

Interview Tips

Be on time – you should aim to arrive 10-15 minutes before your interview starts.
Pay attention to your personal grooming and dress appropriately for the organisation – research this before your interview.
Your success or failure in an interview is determined within the first five minutes - make sure you create a positive first impression.
Be sure to smile, give a firm handshake, maintain eye contact and importantly have positive and interested body language.
At the beginning of an interview be ready to discuss some of your interests and experiences (most often those outside of work) as an icebreaker.
Demonstrate to the interviewer that you have a good understanding of the industry, the company and the role by adding information you have learnt from research to your answers and by asking informed questions of your interviewer.
Prepare specific questions about the role and company that you wish to ask.
When answering questions, use practical examples from past experiences that demonstrate you have the skills and personality traits for the job.
Take your time before answering questions, although not too much time.
Listen carefully to questions, if you don’t understand a question, or did not hear it properly, ask for clarification.
Always be sure to connect your skills and experience to the needs of the employer.
Keep positive throughout - even if the interview seems a disaster.
Sell yourself. Your resume has got you this far, but you now need to communicate why you are the right person for the job.
Remember it is an interview - don’t be too informal, even though the interviewer may have put you at ease.
Always thank them for their time and let them know that you are interested in the role.

Peoplebank and Leaders IT: A Fresh Look for a New Era in Recruitment

Fri, 01 Nov 2024 04:27:52 GMT

Peoplebank and Leaders IT:

A fresh look for a new era in recruitment

Peoplebank and Leaders IT are thrilled to unveil our new brand identities, designed to reflect our commitment to innovation, adaptability, and excellence in IT and digital recruitment. This transformation is more than a visual update; it signifies our evolution and reinforces our dedication to connecting top talent with industry-leading opportunities across Australia and beyond.

This week, our teams celebrated the official launch of this milestone, marking a new chapter in our journey. Through refreshed logos, a modern colour palette, and user-friendly websites, our updated look aligns with our focus on driving value for our clients, candidates, and partners. As we continue to push boundaries in the recruitment landscape, our aim is to ensure that Peoplebank and Leaders IT stand out as trusted names in talent solutions and consulting.

“We’re proud to unveil new branding that truly captures who we are and where we’re going,” shared Tim Moran , Managing Director of Peoplebank and Leaders IT. “This rebrand reflects our commitment to service excellence, fostering meaningful relationships, and providing a streamlined experience for all who engage with us.”

Explore our new look

We invite you to explore our refreshed brand and its modernised design by visiting our websites:

Peoplebank
Leaders IT

You can also view our video that outlines our extensive and exciting transformation:

Our rebrand marks an exciting new chapter, and we’re proud to continue fostering valuable connections between talent and opportunity. Join us on this journey as we redefine what it means to be a leader in IT and digital recruitment.

Navigating the Current IT Job Market: Strategies for Success Amidst Uncertainty

Wed, 04 Sep 2024 10:24:48 GMT

As job advertisements continue to dwindle, it's natural to feel concerned about where this leaves the job market, particularly within the IT sector. Being deeply immersed in this field, Peoplebank engages in daily conversations with candidates who have been struggling to secure positions for months. The current landscape is not only challenging but also mentally and emotionally exhausting for many. However, we want to reassure you that you are not alone in this journey.

When you’re in the trenches, applying for job after job, it’s easy to feel isolated, especially in the face of repeated rejections—or worse, the silence of no feedback at all. The frustration can be overwhelming, and it might seem like an endless uphill battle. We hope this article might offer some solace and motivation to keep pushing forward.

The Reality of the IT Job Market

There was a great deal of anticipation that the job market would pick up after the financial year ended. Indeed, we have noticed a slight increase in the number of available roles. However, this positive shift has been somewhat overshadowed by a surge in candidates who have rolled off their contracts post-June 30. As a result, the IT job market has become more competitive than ever, with it not being out of the norm for some positions to attract over 150 applicants.

Organisations are now expecting candidates to meet nearly every requirement listed in the job description. In addition, market rates in some areas are still on a downward trend, making it even harder to secure a well-paying position. What’s more, the job market is becoming increasingly underground, with many roles not being posted publicly. Instead, these positions are often filled through internal restructures or by candidates with strong networks and connections.

The job market is in a state of flux, and the traditional methods of job searching may no longer yield the same results.

Adapting to the Evolving Job Market

So, what does this mean for you as a job seeker? It means that your approach to the job market needs to evolve along with it. Staying connected with your network is more crucial than ever. Many candidates are securing their next roles through connections from previous positions, and leveraging these relationships can be a game-changer in your job search.

Take the time to update your CV, ensuring it highlights your most relevant experience and is tailored to the specific jobs you’re applying for. In this competitive market, a well-crafted CV can set you apart from the crowd. Additionally, staying informed about industry trends and the impending rollout of AI technologies will empower you to make strategic decisions and adapt your approach moving forward.

Looking Ahead

While the current job market presents significant challenges, it's important to remember that change is always just around the corner. The landscape is constantly shifting, and staying adaptable will help you navigate these uncertain times. Keep pushing forward, and don't lose sight of your goals. With perseverance and a proactive approach, you can position yourself for success, even in a competitive and evolving market.

Change is inevitable, but with the right mindset and strategies, you can not only survive but thrive in this new reality. Keep motivated and stay connected—better opportunities are on the horizon!

“How do I Ask for a Reference?” Your Key to Landing the Perfect Role

Sat, 13 Jul 2024 11:35:21 GMT

Some Tips on Asking for a Job Reference or Approaching Someone About Becoming Your Referee

In today's competitive job market, having strong references can make a significant difference when trying to land your dream job . Whether you're seeking a new position or looking to advance in your current career, knowing how to ask for a reference or how to approach someone about becoming your referee, is crucial. At People bank, we understand the importance of effective communication and building professional relationships.

Here’s a comprehensive guide to help you navigate this essential aspect of your job search:

1. Choose the Right Referee

Before you ask for a job reference, it's essential to select the right person. Consider the following:

Professional Relationship:

Choose someone who knows your work well and can speak positively about your skills and achievements. This could be a former manager, supervisor, or colleague.

Relevance:

Ensure the referee is relevant to the job you are applying for. If you're applying for a tech position, a reference from a former tech manager would be more impactful than one from an unrelated field.

Recent Interactions:

A recent reference is often more valuable. Someone you've worked with in the last few years can provide a more current perspective on your abilities.

2. Reach Out Politely and Professionally

When approaching someone to be your referee, it’s important to be respectful and professional. Here's how to do it:

Contact Them Directly:

Whenever possible, ask your potential referee in person or via a phone call. This approach is more personal and shows respect for their time.

Explain Your Request:

Be clear about why you're asking them to be your referee. Mention the job you’re applying for and why you think they would be a good fit to provide a reference.

Provide Context:

Explain the skills and experiences you believe they can highlight. This makes it easier for them to provide a detailed and relevant reference.

3. Make It Easy for Your Referee

Help your referee by providing all the necessary information and materials they might need. This can include:

Your Updated Resume:

Send them your most recent resume so they can reference specific details about your work history.

Job Description:

Provide the job description of the position you're applying for, so they understand the skills and qualifications the employer is looking for.

Key Achievements:

Highlight a few key achievements or projects you’ve worked on together. This can jog their memory and give them concrete examples to mention.

4. Timing Is Everything

Be mindful of the timing when you ask for a reference. Avoid last-minute requests and give your referee ample time to prepare. Ideally, ask for a reference at least a week before you need it.

5. Follow Up and Show Gratitude

After someone agrees to be your referee, follow up with a thank-you note or email. Express your gratitude for their time and support.

6. Keep Your Referees Updated

Once you’ve secured the job, don’t forget to inform your referees. Thank them again for their support and let them know how their reference helped you. This helps maintain a positive relationship for future opportunities.

7. Be Prepared for Different Types of References

Understand that references can come in different forms:

Written References: Some employers might ask for a written reference letter.

Phone References: Others may prefer to speak with your referees over the phone.

Online References: LinkedIn recommendations are also becoming increasingly popular. Ask your referee if they would be willing to endorse your skills on LinkedIn.

At Peoplebank, we encourage you to leverage your professional network and take proactive steps to advance your career . Asking for a job reference or approaching someone about becoming your referee doesn't have to be daunting! By selecting the right person, communicating clearly, and showing appreciation, you can secure strong references that will bolster your job applications.

For more tips and resources on job hunting, resume building, and career development, explore our blogs or contact our team at Peoplebank.

We're here to support you in achieving your career goals!

Career CUSP: Empowering Talent & Employers

Mimi.Petrakis@peoplebank.com.au (Mimi Petrakis) — Wed, 05 Jun 2024 12:03:02 GMT

Empowering Talent Through the Leaders IT Capacity Uplift Solutions Program (CUSP)

At Peoplebank, we are passionate about creating opportunities that foster diverse and inclusive workplaces. Our sister company, Leaders IT, is at the forefront of this mission with innovative programs designed to empower underrepresented talent in the tech industry. One such initiative is the award-winning Capacity Uplift Solutions Program (CUSP), which is driving significant social impact, particularly in supporting neurodivergent individuals and other marginalised groups.

We recently spoke with Madelene Kawitzki , our Client Executive for Leaders IT in Western Australia, to learn more about her role and the transformative potential of CUSP.

A Journey of Purpose and Impact

Madelene's journey with Peoplebank began as an Account Manager, primarily handling recruitment for mining companies. After taking a break for parental leave, she returned with a desire to engage in more solution-oriented work. This shift led her to explore various initiatives within Leaders IT.

"When I returned” Madelene shared, “I learned more about the opportunities and different initiatives our teams were working on, especially in Victoria. The idea of working collaboratively with clients on long-term solutions sounded very fulfilling."
The Reality of the IT Job Market

The Capacity Uplift Solutions Program (CUSP)

One of the initiatives that particularly resonated with Madelene was the Capacity Uplift Solutions Program (CUSP). This program focuses on bringing non-typical candidates into their first tech roles. It targets groups such as return-to-work parents, new graduates, neurodiverse individuals, and Aboriginal and Torres Strait Islander Candidates. These are high-potential individuals who might otherwise struggle to enter the tech industry through traditional recruitment processes.

“CUSP reduces barriers for employers by outsourcing the professional development and technical skills training of these candidates to us,” explained Madelene. “This approach alleviates the time constraints on managers, making them more open to hiring diverse talent.”

Structure and Success of CUSP

The program supports individuals over a 12-month journey. During this period, participants receive professional development workshops, one-on-one mentorship with senior professionals in their field, and technical skills training, often leading to vendor certifications relevant to their roles. The goal is for participants to convert to permanent employees or continue contracting, armed with valuable work experience.

"The conversion rate is around 79% nationally, with consultants either continuing as contractors with the company or becoming permanent employees. The remaining consultants are added to our database with new skills ready to be contracted for one of our other clients," noted Madelene. "For consultants, the support system CUSP provides is invaluable. It helps them develop their skills and build confidence quickly, ensuring they can navigate challenges effectively."

For clients, engaging with CUSP graduates offers numerous benefits. In an industry with aggressive gender targets and a competitive talent market, CUSP provides access to a broader pool of talent. It also fosters a sense of satisfaction among hiring managers, who see tangible positive changes and feel part of a broader solution to the industry's challenges.

Expanding Horizons

Leaders IT is continually looking to expand the program to address skill shortages in critical areas such as cybersecurity and AI. By partnering with organisations like the Australian Computer Society Foundation and the Autism Academy at Curtin University, CUSP is enhancing the inclusion of neurodiverse talent in the tech industry.

"Working with these partners, we support neurodiverse individuals through internships and subsequent employment, ensuring they receive continuous support during their transition into the workforce," Madelene explained. "This collaboration helps us achieve our shared goal of making a meaningful impact on the industry's talent landscape."

The collaboration involves industry internship placements with the Autism Academy , which focuses on placing autistic software developers and testers into the market. One mining company has set specific targets to improve the inclusion of neurodiverse talent. By providing ongoing support throughout their internship and subsequent employment through CUSP, these candidates are better equipped to navigate their new roles and integrate successfully into the workforce.

The goal is to relieve the burden on managers, making them more willing to consider diverse candidates by ensuring these individuals receive the necessary professional development and mentorship. This support helps them build confidence and technical skills, increasing their chances of success and retention in their new roles.

Find Out More

At Peoplebank, we are proud of the strides we are making through programs like the Capacity Uplift Solutions Program. By investing in the potential of diverse talent, we are not only enriching the lives of individuals but also driving innovation and growth within the tech industry.

For more information on the Capacity Uplift Solutions Program and how you can get involved, visit our website or contact us directly. Together, we can build a more inclusive and dynamic tech community!

Steps Towards Reconciliation: A Conversation with RGF Staffing's Reconciliation Strategy Manager Jackie Reilly

Mimi.Petrakis@peoplebank.com.au (Mimi Petrakis) — Sun, 05 May 2024 12:08:01 GMT

In the lead-up to Reconciliation Week, we reflect on the efforts our organisation is making towards reconciliation and engagement with Aboriginal and Torres Strait Islander communities. Peoplebank’s parent company RGF Staffing, commits to these efforts primarily through our Reconciliation Action Plan (RAP) . With Reconciliation Week fast approaching we wanted to shed light on the initiative, so we sat down with Jackie Reilly, RGF Staffing's Reconciliation Strategy Manager, to discuss the significance of our RAP.

Jackie's role extends beyond merely implementing the RAP; she plays a pivotal role in fostering cultural awareness and safety within the organisation. As she explains, "I do a lot ... from tracking and implementing the reconciliation action plan to working on bids, tenders, and proposals and ensuring cultural safety in our workplace and the communities we work in."

Central to RGF Staffing's commitment to reconciliation is our RAP, currently in its second ‘Innovate’ phase. Jackie emphasises that the purpose of these plans is: "To show commitment to improving the lives of Aboriginal and Torres Strait Islander people and their communities." The RAP aims to create culturally safe workplaces, build partnerships with Aboriginal and Torres Strait Islander Communities and educate our stakeholders on obstacles these communities face. Overall, the framework demonstrates a commitment to enhancing the lives of Aboriginal and Torres Strait Islander peoples, aligning with the federal government's Closing the Gap initiative aimed at addressing disparities in areas such as birth rates, mortality, employment, and justice.

As RGF Staffing prepares to transition to a ‘Stretch’ phase RAP, Jackie highlights the significance of this advancement. "Our progress will be made public for others to view, bringing greater accountability," she explains. Stretch RAPs signify a deeper commitment and establish key partnerships essential for meaningful reconciliation efforts.

Reflecting on RGF Staffing's journey, Jackie acknowledges the progress made while recognising areas for improvement. "Completing a second ‘Innovate’ RAP demonstrates our commitment," she notes. "Now, as we plan for the future, we aim to implement even more impactful initiatives."

In light of the upcoming Reconciliation Week, Jackie underscores the importance of engaging with Aboriginal and Torres Strait Islander people sensitively, especially in the wake of recent events like "The Voice." "Proceed with caution," she advises. "While it's crucial to celebrate our culture, it's equally important to respect those who may not feel like celebrating. Many Aboriginal and Torres Strait Islander people are feeling the effects of cultural loading.”

Looking ahead, Jackie encourages RGF Staffing team members to actively participate in Reconciliation Week events and initiatives. "We'll put out correspondence in regard to what you can do to celebrate if there's any events going on in your area.”

As Reconciliation Week approaches, RGF Staffing and Peoplebank reaffirm their dedication to reconciliation. Through initiatives like the RAP and ongoing community engagement, they strive to pave the way for a more inclusive and respectful future.

Unlocking the Benefits of Project-Based Employment

Mimi.Petrakis@peoplebank.com.au (Mimi Petrakis) — Thu, 04 Apr 2024 11:16:03 GMT

Project-Based Employment with Peoplebank’s consulting division, Leaders IT

In today's rapidly evolving job market, traditional employment structures are giving way to more flexible arrangements that cater to the dynamic needs of both employers and employees. One such innovative approach is project-based employment, a concept that is gaining traction across various industries. To delve deeper into the advantages of this model, we sat down with Chathu Jayawardena, an Account Manager for Peoplebank, to explore the benefits offered through their consulting arm, Leaders IT .

Benefits of project-based employment

One of the standout features of project-based employment, according to Chathu, is the unique blend of flexibility and stability it offers to consultants. She highlights the ability of consultants to enjoy benefits traditionally associated with permanent employment, such as paid leave, notice period and professional development opportunities, while still retaining the flexibility inherent in contract roles. Chathu asserts, "You can work contractually, but you can actually get many of the benefits of a permanent employee."

Community and Support

What sets Leaders IT’s talent solution apart is its emphasis on fostering a sense of community among its project-based consultants. Chathu emphasises that consultants are not just individuals working in isolation but are part of a larger community that supports their growth and development. She explains, "When you are a Leaders IT consultant, you are part of a bigger community, this connection ensures you have access to a wealth of expertise and guidance whenever necessary.”

Career Advancement Opportunities

Project-based employment with Leaders IT goes beyond just completing tasks; it offers tangible pathways for career advancement. Chathu reveals that many consultants have seized the opportunity to upskill and obtain certifications, thanks to the support provided by Leaders IT. She shares, "I had someone enrolled for Cisco CISSP certification last year because of the support we provided, and they mentioned they would not have considered enrolling if they didn’t have the support from Leaders IT”

Benefits for Clients

Clients also reap numerous benefits from engaging project-based consultants through Leaders IT. Chathu points out that this model enables clients to access a broader pool of candidates, including those who typically shy away from short-term contract roles. Moreover, by offering study allowances and professional development opportunities, clients can reduce training costs.

Smooth Transition and Continuous Support

One of the most notable aspects of project-based employment with Leaders IT is the seamless transition between contracts and the continuous support provided to consultants. Chathu highlights the dedicated support team that ensures consultants are well looked after, even during transitions between assignments. She emphasises, "We have a Leaders IT support team that's specifically there to manage your contract and your career growth and help secure your next opportunity."

Conclusion

As the job market continues to evolve, project-based employment emerges as a compelling option for both employers and job seekers alike. Through its consulting arm, Leaders IT, Peoplebank is at the forefront of providing innovative solutions that combine the flexibility of contract work with the stability and support of traditional employment models. With a focus on community, career advancement, and seamless transitions, project-based employment offers a win-win scenario for all parties involved.

As Chathu emphasises, "It's a great option for anyone to look at and join." With Leaders IT leading the way, the future of work is indeed looking brighter for project-based professionals.

Exploring Growth and Renewal: Peoplebank and Leaders IT's Hunter Valley Retreat

Mimi.Petrakis@peoplebank.com.au (Mimi Petrakis) — Tue, 05 Mar 2024 11:38:01 GMT

We spent a great few days with the Peoplebank and Leaders IT team in the Hunter valley. There was laughter, and excitement as we celebrated the history of the business and talked about building on the momentum we’ve created to now go forward and achieve our goals!”
-Tim Moran, Managing Director, Peoplebank and Leaders IT.

Recently, our teams at Peoplebank and Leaders IT embarked on an unforgettable journey to the picturesque Hunter Valley in New South Wales. Amidst the rolling vineyards and serene landscapes, we found not just relaxation, but a sense of connection, growth, and renewal.

Over the course of three enriching days, we seized the opportunity to reconnect with our colleagues from across Australia, fostering bonds that transcend distance and division. As we shared stories, laughter, and aspirations, it became clear that the amazing people that make up our team are the cornerstone of our success.

On day one we took time to reflect on the remarkable journey we've undertaken since our inception in 1990. We celebrated our achievements, acknowledged our challenges, and embraced the lessons learned along the way. We heard from IT procurement expert Andrew Camilleri who shared his extensive experience and strategies for forming meaningful client relationships.

But perhaps most importantly, on day two we looked to the future with unwavering optimism and determination. With excitement and anticipation, we unveiled our ambitious plans for the next three years – plans that promise to propel us to even greater heights, as we strive to become bigger, better, and more impactful than ever before. In a series of group workshops, we brainstormed and shared insights, offering new ideas and solutions to take into the next three years. We also unveiled our new employee recognition program to ensure all the amazing work done in our business is recognised and celebrated.

As we returned from our retreat, reinvigorated and inspired, we carry with us the spirit of camaraderie, the clarity of purpose, and the boundless potential that define our collective journey. Here's to the next chapter of growth, innovation, and success for Peoplebank and Leaders IT!

Navigating the Transition: A Guide to Shifting from General IT to Cybersecurity

Thu, 08 Feb 2024 12:22:29 GMT

In the rapidly evolving landscape of technology, cybersecurity has emerged as a critical field, safeguarding organisations from an increasing number of cyber threats. If you're currently working in a general IT role and have a keen interest in cybersecurity, making the transition is a strategic move that can open up new opportunities and enhance your career . In this article, we will provide you with a comprehensive guide to support your transition from general IT to cybersecurity .

Build a Strong Foundation in Networking and Systems Administration:
Cybersecurity is closely intertwined with networking and systems administration. Strengthen your foundation in these areas, as they form the backbone of cybersecurity practices. Understanding how networks operate, configuring firewalls, and managing system vulnerabilities will be invaluable skills in your cybersecurity journey. Understanding in your current organisation of you security framework, industry standards policies, and procedures, how this relates to the network system, gain the basics of network engineering and laws in place around cybersecurity will support your transition.

Understand the Cybersecurity Landscape:
Before diving into the world of cybersecurity, it's crucial to have a solid understanding of the landscape. Familiarise yourself with its various domains, including network security, application security, and incident response. This foundational understanding will serve as a compass, guiding you towards your specific areas of interest and expertise within the vast field of cybersecurity. For instance, if you bring experience from the banking industry, specialising in finance risk, you might consider transitioning into roles within government risk & compliance or security operations, whether in red team, blue team, or purple team capacities. By grasping the diverse scope of cybersecurity and pinpointing your career focus, you'll stand out in the field and align your trajectory with your professional aspirations.

Gain Relevant Certifications:
Certifications in the cybersecurity field can be valuable, serving as tangible proof of your skills and knowledge. If you are considering pursuing certifications like Certified Information Systems Security Professional (CISSP) or Certified Ethical Hacker (CEH), we recommend checking they are worthwhile for the role and career goals before proceeding with these costly qualifications. Connect with professionals in your desired role, such as a Security Engineer on LinkedIn, to gather insights on certifications, like CompTIA, to find out what is most valued in the field. If you're considering transitioning within your current organisation, explore if there are specific certifications required for your target role and whether funding assistance is available. While certifications can certainly set you apart in the job market, thorough research and networking are key to making informed decisions about your career advancement in cybersecurity.

Develop Programming Skills:
Many cybersecurity tasks involve scripting and programming. Learning languages like Python, PowerShell, or Bash will enhance your ability to automate tasks, analyse data, and understand the inner workings of security tools. These skills are highly valued in the cybersecurity community.

Stay Informed and Engage with the Community:
Cybersecurity is a dynamic field with ever-evolving threats and technologies. Stay informed by regularly reading cybersecurity blogs, following industry news, and engaging with the cybersecurity community. Attend conferences, join forums, and participate in online discussions to broaden your knowledge and stay current with industry trends.

Gain Practical Experience:
Theory is essential, but practical experience is equally crucial in the cybersecurity field. Set up a home lab to experiment with various security tools and techniques. Participate in Capture The Flag (CTF) competitions, where you can apply your skills in a controlled environment. Building a portfolio of hands-on projects will showcase your practical expertise to potential employers.

Network and Seek Mentorship:
Networking is a powerful tool in any career transition. Attend local cybersecurity meetups, join Discord or LinkedIn groups, and connect with professionals in the field, once you make that first connection you can ask for advice on the best groups, networking events and cost-effective learning opportunities. Seek mentorship from experienced cybersecurity professionals who can provide guidance, share insights, and help you navigate your career path.

Transitioning from general IT to cybersecurity requires dedication, continuous learning, and a strategic approach. By building a solid foundation, gaining relevant certifications, and actively engaging with the cybersecurity community, you can position yourself for success in this dynamic and rewarding field. Embrace the learning journey, stay persistent, and watch as your skills evolve to meet the challenges of the cybersecurity landscape.

Re-educating in Negotiations: Insider Tech Tips

Wed, 07 Feb 2024 12:35:20 GMT

In our latest insider tech tips interview, we sat down with Lisa Miller, an Account Manager at Peoplebank, to gain valuable insights into the current employment market trends and her advice for both hiring managers and candidates navigating the dynamic IT and Digital talent industry.

Labour Market Insights 2024

Lisa, who initially started at Peoplebank in New South Wales as a specialist recruiter in the project services vertical, shed light on the recent transformations in the recruitment landscape. Over the past year, she observed a peculiar shift. For the first six months, the industry felt the growing pains of a post-covid world, experiencing a contradictory combination of clients making downward adjustments in rates, candidates seeking pay rises or extensions on their existing rates, a heightened desire for a five-day work-from-home arrangement among candidates, and an increased demand from clients for tailored talent who will work fully from the office. Thankfully, in the last six months of 2023, expectations from both client and candidate have levelled, with the majority ending up on the same page as we adjust to the ‘new normal’.

This dynamic scenario initially led to more intense negotiations during the final stages of placement. Recruitment professionals and Account Managers like Lisa are now taking on a larger role in mediation to find common ground on hybrid working and fair rates. The pandemic has prompted a re-education process for both candidates and employers in negotiations, with rates and hybrid working becoming the most significant points of contention.

Lisa suggests that setting expectations in the early stages of the process avoids awkward negotiations once an offer has been made. By proactively addressing working arrangements initially, Lisa has been able to successfully negotiate benefits for candidates like: nine day fortnights, shifting of 'anchor days', and balance of office and work from home. Fully investigating and expressing these requirements means that Lisa and other Account Managers can advocate for a good middle ground for both candidates and clients.

Conflicts can arise when employers aim to sustain or reduce rates post-COVID, while candidates seek increased compensation, despite borders opening up to more overseas talent. Clients are also increasingly demanding IT professionals to be in the office for most of the week, while candidates at the executive level are comfortable with these arrangements, candidates at mid to junior levels are more inclined to prefer working from home full-time or part-time, unless offered a financial incentive. Lisa asserts appetites for in-office work can partially be anticipated by the skills level and specialisation required of a role. For example, high-profile leadership positions require interpersonal work that often needs to be completed face-to-face. Whereas for more technical roles, such as software developers, which do not require in-person communication, the request for a full-time office presence could result in push-back.

Lisa underscores the importance of reaching a compromise by identifying a middle ground where both parties can agree on a hybrid model with a two or three-day office presence. Additionally, she advocates for balancing the realities on both sides concerning recognised industry rates, with the Peoplebank salary guide serving as a valuable indicator in this negotiation process.

The demand for specific experience in particular projects and industries adds another layer of complexity to an already unique market. With both hiring managers and candidates raising their expectations, compromise becomes essential. A smaller talent pool further exacerbates the situation, as individuals are hesitant to leave their roles amid economic uncertainty and the reliable comfort in their current working conditions since the pandemic.

How to Negotiate the Job Offer in 2024

In this slow-moving and candidate-limited market, Lisa's advises candidates to highlight their desire for stability during interviews and consider the stability a set hybrid working model offers. Likewise, for clients, she emphasises the importance of selling the company and its stability to attract top talent in a competitive environment. And of course, as the tech employment landscape continues to evolve, finding common ground through compromise emerges as the key to success for both hiring managers and candidates in this uniquely conflicted industry.

Want to read more from our Insider Tech Tips series? Read these three tips for job hunters .

2024 Job Hunt Hacks: Insider Tech Tips

Tue, 06 Feb 2024 04:11:06 GMT

In today's competitive job market, standing out as a candidate requires a strategic approach that goes beyond the traditional norms.

We sat down with Masood, a seasoned Cyber Security & Infrastructure Recruiter at Peoplebank, who shared three invaluable tips to help candidates ace their job applications in 2024.

1. Quantify Your Impact:

Masood emphasizes the importance of showcasing your achievements with quantitative data and action-oriented language. Use phrases like "Addressed [X] LI tickets" or "I reduced aged tickets from [X] to [X]." This not only highlights your contributions but also demonstrates your ability to make a tangible impact in your previous roles. Also, remember one of the biggest mistakes you can make on your resume , is avoiding the use of 'I.' When your accomplishments are a result of teamwork, omitting 'I' can obscure your individual contribution and impact.

2. Networking with Purpose:

Gone are the days of superficial LinkedIn connections. Masood advises candidates to focus on building meaningful connections by adding value. Instead of generic connection requests, reach out to individuals with specific commonalities. Craft personalised messages mentioning mutual connections or shared achievements. For instance, initiate a conversation based on a shared accomplishment, expressing genuine interest in learning from their experience. It's about organically growing your network and deriving substantial value from it.

3. Tailor Your CV Strategically:

In a time-constrained job application process, prioritize the customization of your CV over drafting a cover letter if time is a limiting factor. Allocate your time effectively by aligning your skills with the job description. Masood suggests rearranging and highlighting skills to ensure those most relevant to the role are prominently displayed. This strategic tailoring significantly enhances your chances of catching the recruiter's eye.

Masood's insights offer a refreshing perspective on navigating the job market in 2024. By quantifying achievements, fostering meaningful connections, and strategically tailoring your CV, candidates can elevate their application game and stand out in a competitive landscape. Your next career move might just be a well-crafted message or a quantifiable achievement away.

Tech Goals: 7 New Year's Resolutions to Elevate Your Career

Sun, 04 Feb 2024 04:18:10 GMT

As the New Year approaches, it's the perfect time for reflection and setting goals. For IT and digital professionals, staying ahead in an ever-evolving landscape requires adaptability, motivation and a commitment to growth. Here are seven resolutions to consider for a successful and fulfilling year ahead:

1. Embrace Continuous Learning

Resolution : Commit to learning a new technology or skill every quarter.

Technology evolves rapidly, and staying updated is crucial. Set aside time regularly to explore new programming languages, tools, or methodologies. Enrol in online courses, attend webinars, or join professional networks to expand your knowledge base continuously.

2. Prioritise Cybersecurity Awareness

Resolution : Enhance cybersecurity knowledge and practices.

With cyber threats on the rise, prioritising cybersecurity is non-negotiable. Resolve to stay informed about the latest security trends and best practices. Implement robust security measures and educate colleagues or team members about the importance of cybersecurity hygiene.

3. Improve Work-Life Balance

Resolution : Establish boundaries and prioritise self-care.

In the fast-paced IT industry, it's easy to become consumed by work. Make a resolution to set clear boundaries between work and personal life. Dedicate time to hobbies, exercise, and relaxation to prevent burnout and maintain a healthy work-life balance.

4. Collaborate and Communicate Effectively

Resolution : Enhance communication and collaboration skills.

Effective communication is key to successful projects. Improve collaboration by enhancing communication skills, embracing teamwork, and exploring tools that facilitate seamless interactions among team members, irrespective of geographical locations.

5. Contribute to Open Source Projects

Resolution : Get involved in open source communities.

Contributing to open source projects not only expands your skill set but also allows you to give back to the tech community. Resolve to allocate time to contribute code, documentation, or support to open source initiatives aligned with your interests.

6. Optimise Time and Project Management

Resolution : Implement better time and project management strategies.

Enhance productivity by adopting efficient time and project management practices. Explore new project management tools, techniques, or methodologies that align with your workflow. Set realistic goals and milestones to track progress effectively.

7. Network and Grow Professionally

Resolution : Expand professional networks and seek mentorship.

Networking is invaluable in the IT and digital realm. Attend industry events, join forums, and connect with professionals to broaden your network. Consider seeking mentorship or becoming a mentor to foster growth, knowledge exchange, and career advancement.

The New Year presents an opportunity for growth and advancement in the dynamic world of IT and digital professions. By committing to these resolutions, you'll not only enhance your skills but also contribute positively to your professional development and the industry at large. And remember, even if you don't achieve your goals , it still provides you with an opportunity to grow.

5 Last-Minute Gifts for Digital Gurus · Peoplebank

Wed, 06 Dec 2023 04:35:03 GMT

Christmas Gifts for IT Professionals

The holiday season is upon us, and finding the perfect gift for the tech-savvy person in your life can be a challenge. For IT professionals who are constantly immersed in the world of technology, a thoughtful gift that complements their interests and enhances their work experience is a fantastic way to spread some cheer.

Here are the top five gifts that are sure to bring joy to the IT enthusiast in your life this Christmas.

1. Wireless Charging Pad

One thing IT professionals always need more of is power—specifically, charging power for their devices. A sleek wireless charging pad is not only practical but also adds a touch of convenience to their desk setup. Look for a pad that supports fast charging and is compatible with a wide range of devices, from smartphones to wireless earbuds, making it an essential accessory for any tech aficionado.

2. Tech Organiser Bag

Help your IT pro keep their gadgets and cables organised with a high-quality tech organiser bag. These bags come in various sizes and designs, featuring compartments and pockets specifically designed to hold chargers, cables, USB drives, and other tech essentials securely. Opt for a water-resistant and durable material to ensure longevity and practicality.

3. Subscription to Online Learning Platforms

Continuous learning is key in the ever-evolving field of technology. Consider gifting a subscription to a reputable online learning platform like Coursera, Udemy, LinkedIn Learning or Codecademy. These platforms offer a vast array of courses ranging from programming languages to cybersecurity and project management. Your IT professional will appreciate the opportunity to enhance their skills and stay updated with the latest trends in the industry.

4. Smart Desk Accessories
Upgrade their workspace with smart desk accessories like a programmable mechanical keyboard, ergonomic mouse, or a high-resolution monitor. These tools not only improve productivity but also add a personalised touch to their workstation. Look for accessories that align with their preferences and working style, such as a keyboard with customisable RGB lighting or a mouse with adjustable sensitivity.

5. Noise-Cancelling Headphones

In a bustling office environment or while working remotely, noise-cancelling headphones can be a game-changer. Help your IT pro stay focused and immersed in their work by gifting a pair of top-notch noise-cancelling headphones. Look for features like long battery life, superior sound quality, and comfort for extended wear—ideal for long coding sessions or virtual meetings.

Remember, the best gift is one that reflects the recipient's interests and makes their life easier. Whether it's a practical gadget or a learning opportunity, these gifts for IT professionals are bound to bring holiday cheer and show your appreciation for their dedication to all things tech.

This Christmas, celebrate the IT enthusiast in your life by gifting them something that resonates with their passion for technology. Happy holidays and happy gifting!

Peoplebank & Leaders IT Triumph at APSCo Australia Awards 2023

Mon, 06 Nov 2023 04:43:14 GMT

Peoplebank Achieve a Hat-Trick

The 2023 APSCo Australia Awards for Excellence proved to be a night of triumph and celebration for Peoplebank Australia and Leaders IT , both securing prestigious accolades in their respective categories. This marked Peoplebank’s third consecutive win in the coveted 'Best Performance – Large Teams' category, solidifying their stature as leaders in the recruitment industry.

Recognised for our exceptional commitment to excellence, Peoplebank's success story revolves around a fundamental principle: prioritising our people. Our collaborative approach with clients ensures a tailored selection and assessment strategy, mitigating risks associated with biased selection processes while optimising hiring decisions.

For Peoplebank, this award echoes our consistent dedication to delivering quality services and profitability. Tim Moran , Executive General Manager of Peoplebank, reiterated their commitment, stating, “Winning this award for the third consecutive year signifies our industry leadership and unwavering dedication to our clients, candidates, and stakeholders."

Leaders IT: Award-winning Innovation

Meanwhile, the spotlight also shone brightly on our friends at Leaders IT, lauded for their ground-breaking Capacity Uplift Solutions Program (CUSP). This innovative 12-month development initiative has been instrumental in bridging talent gaps within the Australian IT sector. Through personalised mentoring sessions and workshops, CUSP nurtures technical prowess alongside essential professional skills, creating a pipeline of skilled IT professionals.

The recognition of Leaders IT’s innovation underscores their commitment to meeting the evolving demands of the IT industry. The program not only addresses the nation’s IT talent shortage but also offers invaluable career opportunities to individuals facing employment barriers, affirming the company's commitment to inclusivity and industry relevance.

United in Excellence

Both Peoplebank and Leaders IT stand as pillars under the RGF Staffing APEJ network, which embodies a collective dedication to fostering 'Opportunities for Life.' Our triumphs at the APSCo Australia Awards 2023 are a testament to our commitment to excellence, innovation, and leading change withing the recruitment and talent management landscape.

At Peoplebank and Leaders IT, we see these recent achievements as more than just industry recognition; but acknowledgement of our success in shaping a brighter, more inclusive future for individuals and organisations alike in the ever-evolving realm of talent solutions.

Get in touch to discuss our services and programs.

Meet Our New Executive General Manager: Tim Moran

Fri, 06 Oct 2023 04:53:36 GMT

On the 18th of September, a new era began for Peoplebank Australia and Leaders IT as Tim Moran took the helm as their Executive General Manager. With over two decades of experience in the recruitment industry, Tim brings a wealth of knowledge and leadership to the table.

Tim assumes the role of Executive General Manager, succeeding Brent Leahy, who we are happy to share was promoted into the position of Chief Executive Officer with our parent company RGF Staffing APEJ.

Kicking off his career at Michael Page, Tim went on to spend over 11 years at SThree, where his knack for business growth was evident. Tim's journey led him to become the Regional Director for Asia Pacific at SThree and later, the CEO of Ignite. More recently, he co-founded The Cypher Network, specialising in digital and cyber advisory and talent management.

Today, we sit down with Tim to unravel his vision for Peoplebank and Leaders IT, discover why he chose to lead our dynamic organisations, and gain insights into his unique leadership style. Get ready to delve into the mind of a seasoned industry professional and innovative thinker.

What appealed to you initially about becoming the new leader of Peoplebank Australia and Leaders IT?
The opportunity to, first of all, work for a market leader. Also, the bulk of my background is in recruitment in technology and the STEM market, and I was eager to maintain a foothold in the technology space. So, when I was looking at organisations to join, Peoplebank with its established market-leading reputation in technology, its pure-play focus, and being a large-scale technology specialist stood out to me as still being quite unique in the market. Also, when I investigated Leaders IT, it felt like a really strong recruitment brand and a business going through a high growth phase with genuinely innovative products being offered to the market, CUSP (Capacity Uplift Solutions Program) being a great example of that.
Could you describe your leadership philosophy?
Firstly, establishing and articulating the vision and direction of the business, this involves working collaboratively with my leadership team to put the strategy and vision in place. Secondly, is deciding what we need to do to get there, which means understanding our position in the market, how we are perceived by our customers, and making sure that we’ve got the right structure in place to be able to deliver on that strategy and vision. I've been in sales since I was 18 years of age so I have always liked to be in businesses that are trying to grow and achieve strong results. I will always be a salesperson at heart in that respect, but I am also a people person which is why I've always enjoyed working in the recruitment industry, it fosters a strong team environment and always feels very collaborative. I still like to carry that through in a leadership role. I enjoy spending time with the people I work with, I like to work with good people and empower them, with the right tools, to go and deliver their part of our vision.
What do you see for the future of Peoplebank?
Peoplebank has a very bright future ahead of it. I still go back to the point that there are not that many large-scale technology recruitment and professional services specialists that are also multi-sector. We have a very strong presence in financial services, a strong presence in government, both federal and state, and an excellent commercial team. I think this breadth in our offering means we can react to market conditions, and being a technology specialist allows us to set up our business properly, in a way that supports our clients without having to make compromises.

Another reason I see a bright future ahead is because we are offering something that's quite unique, for example there are aspects of Leaders IT that are countercyclical in terms of the economy, so we can offer cost savings for clients while also addressing diversity goals, such as gender diversity through CUSP. We offer something more than supplying labour, regardless of the economic landscape at the time. We are here to help and we've got the solution tool to do it.
What is one of your favourite ‘wild-card’ questions to ask when interviewing a potential new hire?
(Laughs) Back in the day, I used to ask trainees how their parents would describe them. Their response helped me gauge their attitude and character. I could also mix it up and ask how their partner would describe them, if they had communicated that they are in a relationship, which could lighten the mood and make the applicant open up.
We all have our guilty pleasures. What's your go-to stress relief activity when you're not leading the company?
I play football (soccer), 11-a-side, despite the fact I’m in my 40s. It’s good playing a team sport and I’m fortunate to play with some great mates I’ve known for 15 to 20 years. This gives me a break from work and the cheerful chaos of 3 kids at home.

Tech gadgets that changed our lives

Thu, 05 Oct 2023 04:54:36 GMT

In a world where our lives have become so deeply intertwined with technology, from laptops enabling us to take our workplace anywhere, to smart home devices simplifying our household chores and organising our daily lives, the transformative power of these gadgets is apparent. These technological gadgets have not only revolutionised our lives but have reshaped the very ideas of modern living. This constant evolution of technology has significantly altered our daily routines and interactions, becoming more than just technological tools, to in some ways becoming extensions of ourselves. Let’s look at some of the gadgets that we consider the most influential on our lives.

Smartphones

Despite their relatively recent introduction to our lives, smartphones have revolutionised our lives in incredible ways. Not only have they replaced a multitude of single function devices, such as cameras, calculators, and navigational systems, but they have dramatically improved upon them.

Smartphones have revolutionised communications, not only making it instant and mobile, but also erasing geographical limitations. Apps like WhatsApp, Zoom, Messenger, and Skype allow us to connect with anyone around the world at any time, and for free if connected to a wifi connection, and even on a data plan, it is now considerably cheaper than the days of long distance and international telephone calls, and even early SMS. Smartphones have enabled a new era of connectivity, enabling stronger relationships, and a greater sense of global community.

In the age of smartphones, access to information is immediate and this impact cannot be understated. Smartphones have facilitated a dramatic shift towards an increasingly digital and mobile society with all aspects of our lives being transformed, and our access to services being at our fingertips. After all, there’s an app for that!

Laptops

When you consider the earliest computer was 170 square metres, and took up an entire large room, less than 80 years ago, the pure existence of laptops is phenomenal. Early computers were used primarily for scientific calculations and military purposes and were quite limited in their functionality, lacking the user-friendly interfaces that we are familiar with today.

The evolution into desktop computers in the last 1970s marked a significant shift for the use of computers in our lives. These machines were far smaller, affordable, and user friendly, making them accessible to the public. Desktop computers allowed us a stable electronic platform for a variety of needs from document processing to gaming. However, their immobile design limited their use to a specific location.

The creation and introduction of laptops brought with it an unprecedented portability to personal computing. Laptops have dramatically increased productivity, enabling people to work from anywhere at any time. They have extended the reach of education beyond the classroom by facilitating online learning, and the opportunity of self-guided study. They have also transformed the way we are entertained with video streaming, gaming, and digital creation all within easy, portable reach. Despite their compact size, modern laptops are on par with, and even better, than many desktop computers offering the flexibility to work, learn, entertain, and communicate, from virtually anywhere.

Health and fitness trackers

Wearable technology is becoming an essential additional to our daily lives, particularly for those interested in improving or maintaining their health and fitness and fundamentally altering our approach to personal wellness.

Fitness trackers provide real time data and information on various health parameters including heart rate, sleep quality, calorie tracking, and steps walked. They encourage us to become more active, more aware of our lifestyle choices and the impact those have on our health, and more committed to our health and wellness goals. Fitness and health trackers have turned health living into a tangible, trackable, daily goals, and in doing so, have created a more fitness conscious society with a focus on wellness as a way of life.

Wearable health trackers have also proven to be incredibly beneficial, if not life changing, for individuals with specific health concerns. Such as Type 1 diabetes. People with T1 are now able to wear non-invasive, compact glucose trackers that continuously monitor their blood sugar levels. These wearable glucose monitoring systems provide a real-time monitoring of glucose levels, alerting the individual to dangerous highs and lows, and helping them manage their condition more effectively.

Smart home devices

Smart home devices have altered our everyday routines and dramatically changing the landscape of technology in our personal and domestic lives. These tools, utilising cutting edge technology, make our homes more efficient, secure and comfortable than ever before.

Beyond conveniences such as having your coffee maker brewing a fresh pot of coffee when you wake up, or our blinds automatically opening to let in natural light, smart home devices have significantly enhanced our levels of home security. From smart locks that can be controlled from anywhere in the world through an app, to security cameras that send real time video feed to your smartphone, these tools provide a peace of mind and protection that simply did not previously exist.

Smart home devices are even allowing us to become more energy efficient, our heating, cooling, and lighting systems can monitor our usage patterns and adapt to these to optimise our energy usage, reducing the environmental footprint of our home and providing an added benefit of savings on utility bills.

Not only have these tech gadgets changed the way in which we communicate, work, and play, but they have also deeply influenced our daily lives and habits. These transformative technological tools have taken convenience to new heights, increased our access to information, and empowered us to lead healthier lives. As technology continues to evolve, we can only anticipate the ground breaking gadgets that lie ahead, promising further enrichment and convenience in our lives.

Talk to Peoplebank

Our team are expert recruiters , who have been finding IT & digital specialists for some of the most dynamic and recognised organisations in the Asia Pacific region for over 30 years. Our recruiters are constantly developing their own skills and knowledge within the IT industry to ensure a candidate is placed in the optimal role and company. Contact our team to learn how we can elevate your recruitment strategy and streamline your processes to find the right talent, every time.

The role of social media in scouting IT talent

Mon, 04 Sep 2023 05:05:34 GMT

Social media, love it or hate it, has become an integral part of our lives. While primarily used in our personal lives, employers are increasingly turning to social media platforms to find and assess potential candidates, making it a crucial aspect for career building. Social media allows businesses to broaden their candidate search and get more insights into a prospective candidate beyond their resume. Social media, however, isn’t without its hinderances and both job seekers and businesses should be mindful of the information they share online. To date, social media has revolutionalised the recruitment process and we expect that its impact will only continue to evolve with changing and growing technologies.

The importance of social media in the recruitment process

Gone are the days of businesses relying on print media, job fairs, and word-of-mouth referrals to find candidates for their IT positions. Today, social media platforms like LinkedIn, Glassdoor, and Indeed have revolutionised the way businesses scout for talent. By creating an online presence and leveraging their networks, HR teams can now approach a much broader and more diverse pool of candidates for open positions. Recruiters, talent acquisition teams, and hiring managers can easily search for candidates using specific job titles, skills, qualifications, and geographic location. Social media platforms can also provide businesses with the tools to screen, shortlist, and even interview candidates, making the whole recruitment process more efficient and cost-effective.

What to look for in potential IT talent

While technical skills are a crucial factor when scouting IT talent, they aren’t the only factor to consider. In addition to technical abilities, hiring managers should be looking at candidates who demonstrate a strong work ethic, the ability to work within a team environment, excellent communication skills, and a willingness and ability to adapt and learn new technologies and systems. Being able to source well-rounded candidates who possess both the technical aptitude, and the required soft skills can mean the difference between a successful, long-term employee, and someone who turns out to not be the right fit for the culture of the business. By taking a multi-faceted approach to talent acquisition, recruiters and hiring managers can ensure long-term success for their organisational recruitment strategy, as well as new employees.

Strategies for targeting and engaging with potential IT talent on social media

With the increasing demand for IT professionals, it is crucial that the businesses employ effective strategies to reach top talent through various social media platforms. It’s no secret that a strong employer brand can attract the best talent on the market. Social media provides businesses with an excellent platform to be able to showcase their brand goals, values, and culture to attract talent. By sharing behind-the-scenes photos and videos, testimonials, and success stories, companies can give their audience a glimpse at the innerworkings of their business. Organisations can also utilise their social media platforms to share thought leadership, industry insights, company news, and employee engagement activities. The provision of this information combines to help contribute to establishing the business as an employer of choice in the eyes of potential candidates.

Challenges of using social media in recruitment strategies

While social media is proving to be a powerful tool for scouting new talent for open positions, it is not without its challenges. One of the biggest challenges for businesses is the need for sustained consistency across social media platforms. Businesses need to maintain a consistent social media presence to keep their content relevant and engaging. It can be incredible time consuming and resource-intensive to create and manage social media campaigns, while actual social media recruiting requires a specific skill set, and not all HR professionals have the skills, or the interest, to manage this additional task. It is important that businesses invest time and resources into training their HR teams on social media recruitment best practices and have a consistent strategy across their business for the support of this initiative.

Recruitment for the IT industry is complex and requires business to remain ahead of a constantly evolving industry. Social media provides an invaluable resource for organisations to leverage powerful social tools and technology to successfully find the right talent for the business operations. Companies should focus on utilising social media platforms such as LinkedIn, Indeed, Glassdoor, and even potentially Facebook and X (formerly Twitter) to target the right potential candidates, both active and passive, engage in meaningful conversation, craft suitable and effective job postings, and monitor the efficacy of their online recruitment approach though analytics. With a clear plan, goals, and consistency, any business can create a powerful social media presence that actively engage with potential IT talent.

Talk to Peoplebank

The benefits of hiring completely remotely

Tue, 22 Aug 2023 05:07:02 GMT

The changes in the business landscape over the past few years have created an overwhelmingly popular demand for remote working options. Advances in technology and access to a plethora of digital tools allow people to now work remotely without access limitations, meaning businesses are now free to find the perfect employee without location and geographic constraints.

Let’s look at some of the benefits to businesses that choose to hire remotely. Keeping in mind these benefits are primarily focused on a completely remote workplace, these benefits can also be scaled to include offering remote interviews for candidates, a hybrid work environment with some face-to-face office time required and the remainder spent at home, or a work from anywhere policy that allows for team members to work from any location, in any time zone.

Access to a more diverse talent pool

One of the major advantages of hiring remotely is the ability for organisations to access a wider talent pool unbound by geographical constraints. This allows businesses to access people a greater number of diverse skills, experiences and perspectives that may not be available in the local market. This Is particularly beneficial when a business is hiring for roles with quite specific knowledge and skillsets, in a short period of time.

Hiring remotely also reduces barriers to candidates with disabilities. Traditional office and workspace environments can contribute to accessibility challenges and physical demands that make finding employment difficult for people living with some disabilities. Remote work allows these candidates to customise their working environment to their needs creating a more inclusive environment for employees.

The environmentally friendly option

Having a remote working team has a positive impact on the environment. While the lockdowns that occurred during the Covid-19 pandemic were problematic in many ways, they did provide incredible insight into the true costs that the daily commute can create for the environment. In 2020, Australia for example, saw a reduction in greenhouse gas emissions to a point lower than they have been in 30 years. While there were many contributing factors to this, the reduction in transportation requirements and commuting vehicles was a key player in the reduced emissions.

Remote working not only impacted the environment positively by reducing traffic congestion with commuting, but the reduced need for office space also means less consumption of energy for lighting, heating, and cooling, as well as reducing waste production. For any business concerned about their environmental impact, remote working should be a valuable consideration.

Reduction to overhead costs

From a financial standpoint, one of the biggest perks for a business is the reduction in overhead costs and the positive impact that it has on the bottom line. By offering employees the opportunity to work remotely, business can save money in a range of ways including reduced office space, lowering costs in rent, utilities, cleaning services, and other incidentals that come with having a full-time, face-to-face staff.

Happier, more productive staff

Many businesses are under the impression that remote workers are far less productive than their in-office counterparts, however remote workers often report increased happiness and productivity for a variety of reasons.

Remote workers can customise their working environment to suit their needs and personal tastes to develop a work environment that suits their work style and enhances their productivity. Remote workers also report greater job satisfaction and motivation due to the trust and autonomy they are shown by their employer and the flexibility and freedom to better manage their work-life balance.

Remote hiring is an effective and efficient way to manage the growth of a business and even to reevaluate business operations. Businesses can embrace their commitment to sustainability and the environment by reducing their impact on the environments, while increasing their bottom line, and creating a culture of trust autonomy and flexibility for their employees which can also contribute to longevity and retention of employees.

If a business isn’t ready for a completely remote workplace, or even for a hybrid workplace, they can still benefit from taking some of their practices to a more remote operation, for example simply recruiting and interviewing remotely rather than face-to-face. At Peoplebank, we are proud to offer our team the option of embracing a hybrid workplace. Not only as a commitment to our team, but also as part of our commitment to diversity , and sustainable business practices.

If you’re interested in taking your recruitment remote, talk to our team about how we can help your business. If you’re interested in reevaluating how your business operates, by assessing, managing, and developing your talent efficiently, talk to our sister brand , Chandler Macleod , for information on their consultant services . As part of RGF Staffing APEJ , Peoplebank are proud to be able to connect their clients to a larger scope of opportunities for their human resources and staffing needs.

Exploring the ways neurodiversity can bring new perspectives and skills to a company’s workplace

Fri, 21 Jul 2023 05:24:37 GMT

Neurodiversity refers to the differing ways in which individuals respond to, interact with, and experience the world around them. It describes the way in which people learn, think, and process information. While the term ‘neurodiversity’ refers to all people, it is often used in the context of describing Autism Spectrum Disorders (ASD), as well as other neurological and developmental conditions includingAttention Deficit Hyperactivity Disorder (AHDH), Tourette’s Syndrome, dyslexia, dysphasia, and more.

The Australian Bureau of Statistics estimates that 12% of the population is neurodiverse but are often underrepresented in the workforce. With the continued movement towards diversity, equity, inclusion and belonging (DEIB) for many businesses globally, it is important for companies to be aware of the impact neurodiversity can have on their workplace. Organisations who embrace neurodiversity foster a culture that supports and values their employees’differences, which can contribute to a more inclusive and productive work environment.

Research has shown that neurodiversity brings unique perspectives and strengths to the table. Individuals with autism, for example, have been found to excel in tasks that require a high attention to detail, pattern recognition, and analytical thinking. By welcoming and harnessing these abilities, companies can tap into a new source of talent and innovation. However, accommodating neurodiversity requires a deeper understanding and acceptance of different ways of thinking and problem-solving. More and more businesses arerealising that embracing neurodiversity not only benefits individuals with neurological differences, but also brings advantages to their workplace operations.

Benefits of neurodiversity in the workplace

Different perspectives, backgrounds, and ways of approaching tasks can fuel a workplace's creativity and productivity. Neurodiversity is one aspect of diversity that has been gaining attention in recent years. Some of the benefits associated with a neurodiverse workforce include:

Problem-solving and critical thinking: Neurodiverse individuals tend to think outside the box and offer creative, unorthodox solutions to complex problems.
Adaptability and flexibility: Neurodiverse individuals often bring a unique ability to adjust quickly and easily when there are changes in the workplace environment. This enables them to remain productive even when faced with difficult or unexpected situations.
Empathy and compassion: Neurodiverse individuals often have an innate empathy for others that can be beneficial in any business. They may also be capable of understanding a wider range of perspectives, and this can lead to better collaboration within teams or departments.
Diversity and inclusion: Neurodiversity is a form of diversity that has largely been overlooked by companies until recently. By recognising and supporting neurodiversity in the workplace, companies can create an inclusive culture where everyone feels valued and respected, regardless of their abilities or disabilities.

Steps to creating an inclusive environment for neurodiverse employees

Creating an inclusive workplace is essential for ensuring that all employees feel valued and supported. However, creating an inclusive environment for neurodiverse employees requires a specific set of considerations and actions including:

Provide training and education to leaders and team members to educate all staff on the basics of neurodiversity. Leaders and supervisors should receive additional education to better help them understand how to understand and accommodate the needs of neurodiverse individuals.
Foster open communication and encourage open dialogue between team members about acceptance and understanding so that everyone is comfortable speaking up about what they need.
Establish clear policies to ensure all team members are aware of their rights and obligations when it comes to neurodiversity issues. For example, provide guidance on reasonable accommodations for people who are neurodiverse, and clear guidelines for addressing harassment and discrimination.
Treat each person as an individual and understand the unique challenges and needs of each employee. Talk to your neurodiverse team members directly to ensure you can make accommodations to suit their needs. This could include distraction free workspaces, remote work, noise-cancelling headphones, and coaching.
Check-in and monitor the progress of your team members. Ask for feedback on their experiences and assess the effectiveness of the work environment towards inclusivity.

Steps business can take toward breaking down the barriers to employment for neurodiverse individuals

Creating a diverse and inclusive workplace is vital for any business looking to succeed in the long term. There are various steps companies can take to ensure they are providing equal opportunity for all potential employees, including:

Develop policies around DEIB and review them regularly to ensure that you are complying with your business goals
Ensure your job postings and descriptions are free from any language which could be seen as discriminatory or exclusive
Make sure that you have a clear process for recruiting and interviewing candidates, which includes reviewing their qualifications objectively and free from bias
Offer diversity training for new hires so they understand the importance of creating an inclusive workplace culture
Take proactive steps to reach out to minority communities when hiring
Implement mentorship programs within your business that pair experienced employees with those who may need additional support navigating the workplace

Ultimately, neurodiversity is an invaluable asset to any business. People with diverse minds can bring a wealth of knowledge, unique beliefs, and skillsets that help to make companies more innovative, successful, and inclusive. From promoting the rights of employees who identify as having neurodiverse conditions to creating recruitment initiatives that involve considering this group of individuals' skills and qualifications - it's essential to consider ways to incorporate these different perspectives into your company infrastructure.

If you are looking for help in developing strategies on how to benefit from incorporating neurodiversity into your company’s operations, contact the Peoplebank team for a confidential chat about your business needs. With diversity, equity, inclusion and belonging as one of our core values , our specialist team is sure to find right person for your business.

Utilising technology for sustainable business practices

Tue, 20 Jun 2023 05:15:08 GMT

As the world continues to face growing concerns over sustainability, businesses are becoming increasingly aware of and looking for ways to reduce their environmental impact. While many have turned to renewable energy and waste reduction strategies, the role of technology in promoting sustainability cannot be ignored. The integration of technology and specialised digital systems can help businesses reduce energy usage, decrease waste, and lessen their overall environmental footprint.

Sustainable business practices: Streamlined and paper-free operations

Incorporating streamlined and paper-free systems into businesses can help them become more sustainable by reducing their overall environmental impact. By eliminating the need for physical resources such as paper and ink, businesses are able to reduce carbon emissions associated with manufacturing and transportation of these materials as well as the excess waste created by using these products. Using digital systems such as digital contracts, invoicing, and cloud-based storage systems can reduce the need for excessive paper products allowing businesses to save money while also being environmentally responsible. Digital systems can also provide business leaders with greater access to customer data which can help them make informed decisions that are both ecologically conscious and economically sound.

Sustainable business practices: Real-time monitoring and carbon footprint reduction

Technology enables businesses to monitor their environmental impact in real-time and identify areas that need improvement. Energy management systems can help to identify areas of energy waste, optimise the business' energy usage and reduce overall consumption. By monitoring these metrics, businesses can identify areas of inefficiency, improve the success of their operations, and subsequently reduce their environmental impact.

Monitoring can include energy usage, waste management, water usage, and other environmental parameters. Satellite systems can be used to monitor energy from space, IoT (Internet of Things) sensors installed in power systems, machinery, and HVAC units, can help to optimise energy consumption by automatically adjusting the power settings based on environmental conditions. Energy management systems can also integrate with renewable energy solutions such as wind, solar, and hydro to reduce traditional energy usage, further improving sustainability. Improving the energy efficiency of the business can help cut down on energy costs and reduce the business’ carbon footprint.

Sustainable business practices: Waste management and recycling

Smart solutions like waste management software, GPS-tracked waste collection, and recycling sensors can help businesses to better manage waste disposal and track their impact. Technology can help companies to build waste management systems that not only reduce the amount of waste generated but also increase the amount of waste efficiently recycled. Waste management tools such as data analytics, sensor tools, and smart waste bin technology can automate waste management processes, ensuring the efficient and effective use of resources.

Technology has also fueled the rise of the Circular economy. The Circular economy model seeks to create a closed-loop system where waste is minimised, unused resources are repurposed for other uses, and unnecessary resources are eliminated from a business' usage. Digital solutions have been developed to maintain a flow of materials by allowing waste and unused resources to be channeled to other users. These solutions leverage platforms to match supply and demand of unused products and materials, create new product life cycles, and generating new streams of revenue.

Sustainable business practices: Supply Chains

The digital implementation for businesses' sustainable goals can completely change their operations. Sustainability in the supply chain is becoming increasingly important to both consumers and businesses and by leveraging technology, businesses can ensure transparency and traceability throughout their supply chain, monitoring environmental and social risks and making more informed purchasing decisions. Technologies like blockchain, predictive analytics, and digital portals enable businesses to track the entire product lifecycle, reducing the environmental impact of the supply chain.

Digitisation in supply chains can also help businesses reduce, and better manage, waste in their operations. A digitally monitored supply chain facilitates collaboration, real-time decision making, and more efficient movement of goods. Businesses can also use digital data to track environmental performance and identify areas to reduce their carbon footprint.

Sustainable business practices: Transportation solutions, telecommuting and remote work

Transportation is another area in which businesses can reduce environmental impact by leveraging technological solutions. Vehicles powered by electricity, hydrogen, or hybrid engines can reduce carbon emissions, but also improve fuel efficiency and reduce running costs for the business in the long run. Besides electric vehicles, businesses can use data analytics tools to optimise routes for delivery or goods and services and reduce the number of vehicles on the road, leading to a reduction in emissions.

Thanks to the pandemic and the continued popularity of remote working, using video conferencing tools, cloud computing, and remote access to information systems, employees can work from anywhere, reducing the need for travel to the office. This saves employees time and money and reduces carbon emissions associated with commuting. It also reduces the business overheads in relation to office space and energy usage.

Technology has proven to have a significant role in creating more sustainable businesses. By leveraging technology, businesses can help protect the environment and establish a reputation for themselves as socially responsible companies. Furthermore, these initiatives can improve overall operational efficiency, reduce costs, and enhance the bottom line. While many of the points addressed may sound out of reach for businesses who are just starting to consider their carbon footprint and turning towards more sustainable practices, there are simple steps a business can take to start utilising technology to create more sustainable business operations;

- Establish automated processes to shut down computers after hours

- Consider energy star ratings before procuring any new technology

- Allow staff the options of remote or work-from-anywhere policies

- Continue to utilise video conferencing s an alternative to in-person meeting requiring travel

- Utilise multifunction devices over stand-alone devices

- Properly dispose of e-waste

- Utilise paper-free and digital operations where you can

What is Web3 and why is it important?

Thu, 18 May 2023 05:32:30 GMT

If you have found yourself on tech news sites or forums, reading about the rise (and fall) of cryptocurrency and ongoing conversations about the safety and security in the future of blockchain technology, you no doubt would have seen reference to Web3 and its importance in the digital revolution. But if you’ve also found yourself wondering exactly what Web3 IS and how it fits into the techsphere, then you’re in the right place. We’re going to look at what Web3 is, and what it means for the future of the internet.

How to establish an inclusive company culture

Mon, 17 Apr 2023 05:29:48 GMT

Have you ever started at a new workplace and immediately felt uncomfortable? Perhaps your felt uneasy expressing your opinion in a meeting ornoticed a tension in the workspace that you just couldn’t put your finger on, but it made you feel as though you couldn’t be yourself at work. Maybe there was even a clear “us vs them” mentality between leaders and other team members. These are all signs that you work in an environment that isn’t inclusive.

What is an inclusive company culture?

An inclusive culture in the workplace is a critical component of creating a positive and productive work environment. An inclusive culture is one where all employees feel valued, respected, and supported, regardless of their background, race, gender, sexual identity, or other personal characteristics. When employees feel included, they are more likely to be engaged and motivated, which can lead to better productivity and business outcomes.

An inclusive company culture is not just about diversity and representation but also about equity and fairness. It involves providing equal opportunities and resources to all team members, regardless of their background or identity. It also requires identifying and addressing any systematic barriers that may exist within the workplace.

Creating an inclusive company culture won’t happen overnight and will require dedicated, ongoing effort. Let’s look at the key factors involved in creating a more inclusive workplace and how these can be implemented.

Ask and listen

As a leader within a company, one of the best ways to start making the environment more inclusive is to simply ask your employees for their input.

Start by asking about the current culture, the working environment, and how they feel about them. Find out whether they are comfortable sharing their opinions and experiences, and whether they feel these are valued and well received when they do share. Ask if they feel comfortable being their authentic selves in the workplace, or if they feel compelled to adopt a work persona that differs from who they truly are out of fear of judgement or misinterpretation.

Take the time to listen and understand what is working, what needs improvement, and what is missing for your employees. There are many ways to create a safe and open space for team members to speak their minds, including anonymous surveys, facilitated workshops, discussion groups, and one-on-one interviews. By prioritising open and honest communication, you will soon be on your way to creating a more inclusive and supportive work environment.

Prioritise inclusive leadership

Leading from the top down is essential in creating an inclusive company culture. When leaders model and prioritise inclusive behaviours, it sets the tone for the entire company and sends a clear message that all team members are valued and appreciated. However, it is important to note that if inclusion is not a clear company goal, these efforts will not work.

To create an inclusive company culture leaders must also be aware of the blind spots within their leadership team and the flaws in their current system. They must work hard to dismantle these barriers and address personal biases that may hinder progress towards inclusivity. This is an important starting point for all leaders and decision makers and acknowledging mistakes within the leadership team can create a safe space for other team members to feel comfortable to contribute.

Inclusive leadership is not about making grand gestures but instead about taking regular action and being accountable to your peers. This includes actively seeking out diverse perspectives, creating a safe and open space for discussion and feedback, and addressing any issues and concerns that may arise.

Provide tangible proof of action

Show that you have been paying attention to the issues and suggestions that have been raised and are actively working(?) toward making change happen. This can include:

Diverse Hiring –Ensure that recruitment processes are inclusive, unbiased, and attract candidates from diverse backgrounds.
Inclusive Policy Making – create and implement inclusive policies and practices that support the issues and suggestions that have been raised during the listening stage of the process.
Employee Resource Groups –Establish Employee Resource Groups (ERGs) that provide a platform for employees from diverse backgrounds to connect, collaborate and support each other.
Inclusive Training –Create training and development programs that promote diversity and inclusion.
Action Plans – Creating an inclusive culture is an ongoing process and it is essential to continuously monitor and adjust this approach as needed. Stay up to date on best practices and industry trends, and regularly assess and gain feedback from team members.

Conclusion

Establishing an inclusive culture in a company is a continuous practice that requires the commitment and contribution from every person within the company. With dedicated work and ongoing effort, you can create a safe and supportive environment where employees feel valued and respected for their authentic selves. This leads to a higher rate of productivity and retention over time.

What is motivating IT candidates the most right now?

Thu, 16 Feb 2023 05:46:45 GMT

We are entering 2023 after a year of dealing with a candidate short market. The candidate short market meant that employers were required to step up their hiring practices and work cultures to attract better quality candidates.

Items of importance for candidates to be truly interested in a role included:

High pay rates
Fast hiring times
Work-life balance or flexibility
Positive work culture and team

Whilst there is some change in the corporate environment at the moment, with hiring freezes taking place late last year in many industries due to an impending recession, not all organisations are particularly concerned with what it will take to attract the best candidates.

The effect of a pause on hiring – and why it’s important to focus on candidate attraction

Whilst some IT companies have participated in a hold on hiring, especially for junior or graduate positions and programs, we think it’s still vital for all organisations to be aware of what will be important to attract the right people when the time comes. In fact, even more so after putting candidates through the experience of delayed communication due to organisational decisions being made in 2022 for 2023. Once someone shares the news that ‘so and so’ isn’t really hiring right now, it might deter people from applying and trying, even if it is for a different role or to be part of another department, thinking that it may not be worth the hassle!

So, how do we combat this?

How do IT companies and corporate organisations begin to create positive relationships with candidates and win over the best talent for their organisation?

From a survey we conducted late last year, we learnt that the hiring process has a large impact on the appeal to work for a certain company. In fact, “73% of survey respondents felt that the hiring process seriously effects their desire to work for an organisation.”

Some of our findings included the below aspects to be of utmost importance for organisations to consider during the hiring process.

Job ad clarity and information
Prompt response times when dealing with candidates
Feedback for unsuccessful applicants
Sharing and promoting employee benefits

Being clear and loud about company culture
Promoting how teams work together
Having and communicating a strong company purpose

Additionally, focus on your workplace benefits

Not only will workplace benefits help you retain the great staff you have, but they will also help attract high quality candidates too.

There are several workplace benefits that all businesses need to be offering. Without just one of these elements, the attitude towards your company could be impacted:

Flexible work
A competitive salary
Career progression
Positive work culture
Working as part of a good team

With positive work culture and working as part of a good team being of the highest importance, we also know how important the work environment was on an individual’s desire to remain working for an organisation. Ideally then, building a positive work culture with teams that work cohesively and happily together should be the highest priority in your talent retention and attraction strategies.

Another vital aspect is offering a competitive salary. Given the recent cost of living and economic circumstances, all quality candidates will look to be fairly compensated and may choose higher paying roles, even if they feel other workplace benefits are not as strong.

How are you attracting candidates? Or what would you like to implement to attract higher calibre talent?

Mindset shifts to make this year

Sun, 15 Jan 2023 05:53:57 GMT

Have you ever heard someone say, “it’s not what happens that affects you, it’s how you react to it” or something similar?

Although many situations call for certain reactions, and we all need to feel our emotions and let them out to deal with them in a healthy manner, there is some truth to the above saying.

Think about it this way: If you always have a negative attitude, most things will generally feel like negative experiences. If you lean towards more positive thinking, you’re likely to experience things in a brighter light, even when they are difficult.

So, this year, in the spirit of improving wellbeing, here are our tips on the mindset shifts you can make to improve your life and find the brighter side to any situation.

Aim for more confidence and self-belief

There are a few ways to help yourself gain more confidence and self-belief. For example you could:

It’s so important to have a strong sense of self and confidence in who you are and how much you are capable of. This can stop thoughts of fear, doubt and loathing that might creep in during hard times that can prevent you from achieving amazing things.

Acknowledge what is, and pinpoint the lessons learnt

When things are a bit rough, you need to feel your feelings. Acknowledge the situation for what it is, and when you are ready, try to make a mental list of what this situation means for you. You don’t have to add meaning to every bad day, sometimes, stuff just happens. But, many times, a tough situation can be a learning opportunity for us to understand ourselves or others better. It can also help us increase our problem-solving skills for the next time we encounter a difficult circumstance.

Avoid victim mentality

Feeling sorry for yourself? That’s a bit of a dangerous path to go down. By believing you are a victim of life’s circumstances you can get into a spiral of negative thinking. If you believe in the law of attraction, the more negatively you think, the more negativity you attract! If you don’t believe in that, playing victim is still not a good position to be in because you ultimately end up taking the control out of your own hands which makes it hard to get out of a bad mindset, making it harder to find positives.

Learn to re-frame your thinking

Empower yourself and realise you can re-frame any thought or situation. In a way, it’s similar to thinking about what lessons can be learnt, but in fact it is even more than that. Remind yourself of the greatest human condition of ‘choice’. We can choose. It is important to consider what is in our control and what isn’t. When we focus on the things we can control and can choose or adapt to, we can take action on those items and preoccupy ourselves enough not to let the things we can’t control overwhelm us.

Practice gratitude

Being thankful is the easiest way to shift your mindset into a positive space by recognising all the abundance you have in your life. This is an easy and uplifting reflective exercise.

Have a sense of belief in ‘the good’

When there is a lot of chaos around, and things are challenging in life, it can be hard to remember ‘the good’ in the world. Yet, having a sense of belief in good things and possibility (aka, hope), is one way we can begin to see the world in a brighter light. No, not everything is rainbows! That’s okay, you don’t have to be a full-blown optimist. Yet, it can help to take a moment each day to think about one good thing you are experiencing. Maybe the sun is out and feels warm against your skin, maybe you smiled at a stranger, and they smiled back, maybe you achieved something at work, maybe you had your favourite meal, or a great morning coffee. If you can just pinpoint one ‘good’ moment in your day you may even start to think of more.

Be more present

Being present isn’t always easy. We are hard on ourselves about the past, and we stress about the future. We are always planning and organising, thinking and forecasting. Yet, the best thing we can do to feel more peace is to be more ‘in the moment’. You can become more present by practicing mindfulness or meditation. If you don’t want to label it or feel like mediation isn’t for you, you can start with a simple practice like this:

Be where you are and try not to be anywhere else in the moment. Especially when you’re experiencing something special like time with friends and family.

We hope these tips help you improve your mindset this year!

Peoplebank Australia Scholarship: Meet our Recipients

Tue, 13 Dec 2022 06:14:18 GMT

Gender Imbalance in Digital & IT Industries

IT Brief calculated that women account for approximately 29% of the IT workforce in 2022. While at Peoplebank we have clients looking to improve their gender balance in the IT and Digital sector, female talent can be hard to find – so the question becomes, how can we change this and make our industry more accessible?

For Peoplebank, an employer in the IT and Digital space, it has been a continuous journey to support removing barriers that deter women from entering our industry, and the Peoplebank Australia Scholarship is one step we’ve made on this journey.

Peoplebank Australia Scholarship with Monash University

In 2022, we continued to provide financial support to two women as they worked to achieve their educational aspirations at Monash University. We established the Peoplebank Australia scholarships with Monash University to assist women facing socio-economic challenges pursue their educational and career ambitions and to address the gender imbalance in the IT and Digital industry.

Peoplebank made the decision to offer these scholarships for multiple reasons, it aligns to our company’s purpose “Opportunities for Life”, our Diversity and Inclusion priorities, our values and our diverse company culture.

Today, we want to share more about the women whose lives this scholarship is making a difference for.

Maria Krikeli - Bachelor of Science & Bachelor of Computer Science

Maria was our 2022 recipient of the Peoplebank Australia Scholarship. Maria’s passion for STEM (particularly Astronomy), her thirst for knowledge, and her unrelenting drive to overcome social and economic drive to achieve her career and educational aspirations made her a standout candidate.

Maria commented that this scholarship has motivated her to actively engage peers and her studies at Monash University as well as providing her with invaluable financial security as she progresses through both her Bachelor of Science and Bachelor of Computer Science Degrees.

“Thank you for your generous scholarship because through it I will be able to overcome socio-economic barriers and accomplish my long-term goal to pursue a career in STEM.”

We hope the Peoplebank Australia Scholarship will support Maria as she fights to achieve her study goals, empowering her to undertake a career in STEM.

After completing her first year, Maria will be re-commencing her studies in early 2023 with an aim to graduate with two bachelor’s degrees in 2024. Maria’s ultimate goal is to pursue a career in STEM where she can use supercomputers and work with computer models of black holes and galaxy clusters to find the origins of space and time in our universe.

Tameka Lougoon - Bachelor of Design & Bachelor of Information Technology

Tameka continued on with her studies from 2021, this year she is completing Collaborative Design Studio, Sociologies of Design and Systems Development. Over 2022, Tameka utilised the financial aid of the Peoplebank Australia Scholarship to prioritise her studies and personal development.

The purpose of the Peoplebank Australia scholarship is to remove barriers to entry for women in Digital and IT industries. For Tameka, it offered her the freedom to take time for herself without any misplaced guilt. She was able to invest time into a rural network development project and an IT project, where she created industry connections and expanded her skill set. The opportunity to explore the industry and professional environments she hopes to one day find herself in was something she wouldn’t have been able to do without the financial support of the Peoplebank Australia Scholarship.

“I'd like to thank you for not only providing monetary support through this scholarship but also showing your faith and belief in us that we can achieve great things, regardless of our past.”

Tameka commented that feeling better mentally and having the time to expand her pool of knowledge has motivated her to take on new challenges, such as learning a new language and participate in campus events. It also provided her with time to participate in volunteer work for YouThrive Victoria so that she could give back to the community and rural youth.

The testimonies of Tameka and Maria highlight the insurmountable value the Peoplebank Australia Scholarship offers these women. We are proud to contribute to the continual growth, advancement and evolution of our industry to make a more inclusive and diverse workplace for all Australians.

Making Christmas Eco-ho-ho Friendly

Tue, 06 Dec 2022 06:09:27 GMT

Sustainable Christmas Gift Ideas

The Christmas season is right around the corner and unless you are super organised and already have it sorted, it’s time to start thinking of Christmas gifts for your loved ones and Secret (or Bad) Santa celebrations!

Last year, for Secret Santa, my friends and I decided to keep to the theme of sustainability. It was quite fun to see how everyone got inspired. Also, as we had to put a little more effort and thought into it, the gifts happened to be wonderful and useful things.

So, why not opt for sustainable presents this year?

Think of things like reusable products, locally and handmade items, or experiences instead of material things, just to mention a few.

There are many options for eco-friendly presents, although it can sometimes be hard to be inspired, here are a few ideas :

Do local shops a favour

In addition to what you buy, think about where you are buying from.

Avoid buying from international online stores such as Amazon, Asos, or Shein and consider doing your shopping locally, or from Australian online shops. Try not to contribute to more carbon emissions from these online giants.

Melbourne has a few local markets where you can find unique, handcrafted things, and it is also a great weekend activity.

Here are a few artisan markets worth a visit:

Look up markets in your local areas and try to plan a visit when you can! Not only is this more sustainable, it’s also a nice outing.

The same applies to food. If you’re planning on feeding a fancy cheese platter to your guests, or a nice barbeque and some fresh salads, consider getting your produce from local markets or shops. They can be pricier but not always, and if so, it’s worth it, the quality of the meat from a local butcher or the cheese from a local fromagerie is next level.

Also, if you are hosting, please do not use single-use plastic dinnerware. There are sustainable single-use options now such as bamboo or recycled carboard, otherwise, get your family to help clean up!

It’s a wrap!

Another item to consider is wrapping paper… Let’s not over-use the wrapping paper. I know it sort of takes away from the thrill of the silly season fun, but sadly, wrapping paper is incredibly wasteful.

Try and prioritise using recyclable wrapping paper. When made of paper, you can dispose of it in the recycling bin. Just be careful as some wrapping paper such as the glittery or patterned kinds contains plastic and cannot be recycled. Depending on the type of wrapping paper you use, you may be using a single-use plastic product, and you probably don’t want that.

Here’s what you can do:

When it comes to Christmas, it is hard to be organised, inspired and eco-friendly all at the same time. Although in the current climate crisis, it is important to look at celebrating Christmas in a sustainable way. Whether it is the things you are gifting, the food you are cooking, or the cutlery and glassware you are using, there are many things you can do and buy to be eco-friendly. It is also a great opportunity to be creative!

Doesn’t the thought of a warm hug to the planet for Christmas bring you joy? It sure does to me.

Wishing you all a merry, eco-friendly Christmas.

Written by Megane Hazee

How to bring Joy and Fun into the Workplace

Mon, 05 Dec 2022 06:22:00 GMT

We all know that happy employees, and positive employee engagement doesn’t come purely from ‘fun’ and ‘quirky perks’ in the office like table tennis and afternoon drinks, although these things can be great for team building and break times. There are definitely deeper-rooted factors that help to boost employee engagement such as transparent communication, work flexibility, fair salaries, rewards and recognition, and so on.

Still, as we come to the end of the year, we are reminded of the child-like fun and wonder that makes the holidays so special. So, how can we encourage this joy and fun in the workplace too? After all, people with lifted spirits are often happier overall too.

Here is our advice on how to inject fun and joy in your workplace!

Encourage friendships and casual conversation

The number one thing we believe makes a positive impact in creating joy in the workplace is when a team gets along and can become work friends, not just colleagues. Encourage friendly conversation and treat one another as well-rounded human beings (not just that person who helps you with spreadsheets!). Some ways you can connect with colleagues and become friends are:

Create a routine of sharing appreciation

Maybe in a weekly meeting or every month you can encourage people to share a work or personality related compliment about someone on the team. This can be done anonymously or not; it is up to you how you want to work it logistically! Sharing positive feedback and receiving appreciation is a major mood booster and will 100% without a doubt make people feel good and happy.

Decorate or create an inviting space

Did you know, that one year at Peoplebank during Christmas time, one of our team members decorated their office window as if it was a gingerbread house? Another time, they built a whole box around their desk with a giant bow on top to make it look like a present! These are just some holiday inspired ideas. You can decorate and make your office look and feel great any time, for any reason! A happy, fun space can truly brighten the mood and help people feel a bit better about being at work.

Go to lunch and drinks

Taking breaks is super important and a good lunch, chat, and couple of drinks (they don’t have to be alcoholic!) are a good way to take a nice break and connect with each other more casually.

Have a ‘break’ area

Table tennis, pool, air hockey, couches, a mini basketball ring, some bean bags… whatever the area has, make sure it signifies break time. As mentioned above, encouraging breaks is important as they help us reset and recharge. It’s also fun to play games and create friendly competition with our peers!

Invest in team building or community projects

Team building and community projects are a great way to bond and create memories . It is inevitable that people will get to know each other better when participating in out-of-the-norm activities. Peoplebank used to have every different department host a ‘night out’ in the office, with one year resulting in a Peoplebank’s very own casino night for example. We’ve participated in several activities such as:

Discuss passion projects and personal hobbies

It’s great to chat and be transparent about our workloads and activities. However, it can help to connect on a more personal level to talk about passion projects and hobbies so that you can perhaps bond over certain similarities, or simply learn about people’s wonderful differences and interests.

We hope that these tips were helpful in helping to inject a little fun and joy into your workplace, or that they can help guide some plans to do so in the future! Let us know how you find joy in your workplace on our LinkedIn page ��.

How to answer: Where do you see yourself in 5 years?

Fri, 04 Nov 2022 06:27:48 GMT

Almost every time someone gets to this question in an interview, our brain slightly malfunctions, and we become overwhelmed thinking, “5 years?! I don’t even know what I’m having for dinner tonight.”

But seriously, this can be a tricky question, especially when we are so focused on our most recent experiences which we usually discuss much more easily than our future plans. Especially 5-year plans, considering how much can change in such a long time.

If you have ever gotten stuck on this question, or fear you might, here are our tips on how to answer it!

Understand what the employer wants to know

Many people confuse the intention of asking this question. It is not a question about how ambitious you are. However, it is a question is about your goals.

They will want to know whether your goals align with the role and the company’s direction, as well as if you could see yourself fulfilling those goals at the company.

Most often, employers want to be made to feel safe and secure with your answer. They want to hear that you intend to work there for a substantial amount of time and won’t contribute to high turnover.

Secondly, they want you to see opportunity to grow within their business, and not use their business as a placeholder whilst you look for opportunities elsewhere. Your answer is a good indicator of whether or not they can offer you what you are looking for in terms of growth.

Think about what you really want before the interview

Not all of us have a 5-year plan exactly! It can be helpful to think of where you may want to end up in your career. Some things you can think and make note of include:

What is your dream role/work goal?
What skills do you want to obtain and become great at? (That could help you with the above)
What would you like in terms of work-life balance?
What will help you achieve the answers to the above questions?

Knowing your answers to these questions can help you feel more prepared when the ‘5-year question’ comes up.

Think about how your career goals may fit into this business and job

It’s important to make the link between your own honest goals, and how those goals relate to the role and workplace you are interviewing for. Make sure to discuss how this role in particular is a great opportunity for you, and how it might help you achieve your future goals or upskilling.

Focus on skills and how you could obtain those skills in this organisation or role

Talking about skills, it’s okay to lean into what skills you want to build up rather than exactly what role you might end up in. If you can understand that certain skills will benefit you in higher positions, such as leadership, presenting, decision-making or team building, then you can steer the conversation with your hopes to excel in your career by the type of skills that are important for you (and again, how you can see yourself learning those skills at this organisation).

Be honest and realistic

Even though you now know what employers want to hear, don’t twist your answer to suit what they want. The job should be the right fit for you and the employer, and this can only happen when both parties are honest during the job interview. Show enthusiasm for the job at hand and focus on the shorter-term part of the question. It’s okay to be general or vague about the longer-term as long as it roughly aligns with opportunities that might be available within this business.

Don’t say you want the interviewer’s job (or worse, to be their boss)

You may think it’s a great joke, but it’s probably wise to steer clear of trying to threaten anyone’s job and just focus on your own goals.

How you might structure your answer:

Start with two relevant goals that you would like to achieve in your career
Talk about the skills you’d like to enhance to achieve those goal
Link these skills to the role you are interviewing for
Discuss how else you might be able to achieve your career goals with this role being an optimal point to start at (or perhaps it is a step up or middle stop on your journey to your goals).

You by no means have to structure your answer this way, this is just a sample if you really don’t know where to start!

Peoplebank have taken the Pride Pledge

Thu, 03 Nov 2022 06:37:13 GMT

In 2021, Peoplebank re-established their top diversity initiatives, planning goals around how to create more inclusive and diverse hiring practices, as well as creating a welcoming and safe culture internally for all.

One of these initiatives centred around a commitment to the LGBTQIA+ community. As an organisation, Peoplebank have always been accepting of people who identify as part of the LGBTQIA+ community, but we would also like to enhance and improve recruiting practices to encourage people from the LGBTQIA+ space to apply for roles. Our first aim was to provide internal education on how to do so effectively. This commitment led us to approach Pride Pledge.

“Peoplebank Australia have a real commitment to diversity and inclusion and providing a safe and rewarding environment for all our employees.

We want to cultivate an environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.

Joining Pride Pledge is a great way to formalise our commitment to the LGBTQIA+ community. It provides us with access to training, tools and resources so we can continue to foster an inclusive, visible and safe environment for members of the rainbow community and workforce.”

- David Horn, Operations Manager

We are honoured and proud to take the Pride Pledge so that we can be held accountable for our promise to the safety, visibility, and inclusion of the LGBTQIA+ community within our workforce and the wider community.

As one of our business goals was to provide training, we are very much looking forward to benefiting from the Rainbow Training Sessions that Pride Pledge offer so that our employees can attend and improve their understanding of LGBTQIA+ people and the rainbow communities that they are part of.

Peoplebank are considered a large business at the gold level of Pride Pledge, so we want to ensure we are truly going to make a difference. This means we will be taking an annual stocktake via the Pride Pledge tool to assess and benchmark our progress in creating rainbow visibility, support, and inclusions.

Additional benefits of Peoplebank joining Pride Pledge include:

All of which we are eager to utilise!

You can learn more about Pride Pledge, and take the pledge yourself, right here .

Career Stories: Women in Tech Webinar

Sun, 02 Oct 2022 06:47:06 GMT

Recently, on Oct 13th, Peoplebank’s Diversity and Inclusion Committee hosted a Women in Tech Webinar, facilitated by our Account Manager Chathu Jayawardena.

Peoplebank realises that introducing more women into the STEM industry can help aid the skills shortage issues the recruitment industry is currently facing as well as the fact that it is still necessary and important to be talking about increasing diversity in the tech industry, especially for women.

“Did you know that only 36% of women are currently enrolled in STEM-related courses?” [1]

“Did you know that since 2012 there has only been a 1% increase in women enrolled in tech related education?" [2]

The webinar included the inspirational career journeys of three trailblazers in our industry.

We spoke with Luci Caldwell, Product Architect at Aurion, Jiaranai (Jia) Keatnuxsuo, Solution Architect at Microsoft, and Tara Ahmad, Senior Project Manager with The Victorian Government.

A great number of topics were covered in the hour-long webinar including the career journeys of our panellists from where they began their interest in technology to how they ended up in their current positions, including major career turning points.

Top Tips for Women in Tech Roles

The greatest take away from the webinar were lessons learned and top tips from our panellists on how to excel within the tech industry as a woman, including:

Just go for it! Take on challenges that scare you.
Deepen your learning and education.
Prioritise developing soft skills such as relationship building, stakeholder management and your communication skills.
Look for different roles within your current organisation, or through networking such as Testing roles or Admin roles which are good starting points for a tech career.
Ask to try new things, if you want experience in a certain area, let people know and allow people to help you learn.
To reach for project management roles in tech, focus on collaboration and leadership skills as much as technical skills (Again, harness consulting skills and your emotional intelligence!).
Know what is happening in your organisation strategically and gain a wider understanding of business operations.
Accept that there are challenges and skills you won’t have straight away but be open-minded to learning new things and accepting those challenges as part of your growth.

Top Tips for Women Entering the IT Industry

Our panellists also provided some great tips for women entering the tech industry (most of which could apply to women already working in tech too!):

Ask for 10% more salary than you think you are worth.
Sit at the table, behave like you deserve to be there, don’t be afraid to speak up.
Don’t ‘apologise’ unless you’ve actually done something you need to take responsibility for.
Get out of your comfort zone and apply for jobs you’re not 100% qualified for.
A strange one… but limit your head nodding. Some people view head nodding as agreement, even if you are just actively listening.
Support other women on their career journey too. Always lift others up with you.
Absorb, learn and explore as much as possible.
Know yourself, your strengths, and weaknesses and what you like and don’t like.
Find clarity about what you want to do and pursue.
Just because there is inequality in the industry, don’t hold that perception when going for roles, or even within your role.
Call out inequality when you see it, especially for others who are too shy to confront the issue themselves.
Get to know people and network in the industry! Put yourself out there to be found.

Find role models such as people you look up to and who can help show you the way. Be specific when reaching out to these people about what you would like guidance on.

Tips for Employers Wanting to Attract Female Candidates

The session ended with some great questions. An important topic that was raised was if there were any tips or advice for employers in the industry that could support women entering the tech industry. Some great answers included:

Focus on the skills and experience you are looking for when hiring and remove gender as part of the equation.
Focus on outcomes, like what can the person achieve, not ‘how’ the person achieves this.
Support leadership programs and development for your female colleagues.
Make an effort to treat everyone equally and create an inclusive space for all of your workforce.

Overall, the discussion was incredibly helpful and as you can see covered a lot of motivational and practical tips for women entering or already in the tech workforce.

We look forward to more webinars like this in the future! Let us know if there are any particular topics you’d like us to discuss next time at info@peoplebank.com.au .

[1] https://www.industry.gov.au/news/second-national-data-report-girls-and-women-stem

[2] https://www.wgea.gov.au/sites/default/files/documents/Stats_at_a_glance_AUG2021.pdf

Hiring inclusively: removing unconscious bias

Sat, 01 Oct 2022 06:52:49 GMT

This blog looks at some of the ways that organisations can do to better to manage unconscious bias and enable long-lasting conscious inclusion, both from within the organisation as it currently operates, as well as hiring implementations that need to be seriously considered.

Amongst all the organisational processes and systems, hiring is where individuals have their first impression of an organisation’s D&I, so this plays an important role in building a diverse and inclusive work culture.

Remember that hiring is not just about finding people that ‘fit in’ your culture, but also about considering the skills and personality they will bring that could enhance and positively benefit the people within your workplace, as well as your business all-round.

Below are some possible approaches to managing unconscious bias in hiring decisions:

Hiring Implementations

Blind application and screening processes

This can look like resumes without significant identifying information.

“By hiding certain characteristics like age, gender, ethnicity, or level of education, you can remove the different cognitive biases that creep up when reading a resume” – Glassdoor [1]

Unconscious Bias Assessments as part of the onboarding process

This can ensure all your employees have a self-awareness of unconscious bias and how it may affect their judgement from the very beginning of their journey with you. By introducing this from the onboarding process you can build an equitable culture from the ground up.

Diversity Goals

Many companies have now implemented diversity goals, measured against the statistics of the community in which they are part of. This is a good way to not only build a diverse environment but to also create accountability within your business to create equity.

Hiring Managers need to address their own bias

Be aware and accept that you have biases

The first step is being aware to know which biases are unhelpful or harmful. To deny having bias stops your journey to better hiring decisions from the beginning.

Spend time reading and learning about the experience of underrepresented communities at work

This is an important step to developing understanding and empathy so that you are better equipped to deal with different people’s experiences.

Explicitly call out where bias could show up and when it occurs

It is vital to recognise where bias may have previously effected business decision making, and to make sure people within your business know that it is unacceptable when bias occurs (especially explicit bias). Sometimes a longer, more delicate discussion may need to be had around unconscious biases.

Reduce the influence of other people’s opinions on your decisions

In a managerial position, having others’ input is important, especially when hiring for a cohesive team. However, ultimately, the responsibility needs to be mostly yours, especially for hiring decisions.

Understand how reducing bias can personally benefit you

Reducing bias can be of personal benefit to you too. By learning about this it will help you be more willing and open to doing the work required to avoid leaving your biases going unchecked.

Apply the “flip it to test” approach

This means to ask if you were to swap out the candidate from an underrepresented background with one of your more typical hires, would you have the same decision?

Extra inclusivity tips

People of diverse backgrounds should socialise or spend informal time at work together
Include workplace training specific to workplace diversity and inclusion
Celebrate cultural events such as International Women’s Day or Wear It Purple Day publicly
Leaders and managers to:
encourage employees to try something new without fearing mistakes or failure
encourage information sharing

encourage everyone to openly express their feelings

[1] https://www.glassdoor.com/employers/blog/blind-hiring-process/

How businesses should sell themselves at the interview stage

Wed, 31 Aug 2022 06:54:12 GMT

We are currently living in a candidate short market. Talent retention is a key goal for many companies and trying to find high-quality, loyal talent is not getting any easier for many organisations.

The hiring process makes a huge impact on a candidate’s desire to work for a company. As they apply, they are not only trying to impress anymore, they are also thinking ‘wow why are they asking me these questions twice?’ and ‘hmm, that’s a lot of interviews I have to go through' and maybe, if it’s the case, ‘why aren’t the hiring managers very responsive?’. In fact, the list of potential faults goes on as candidates realise they have so many options and that they can choose to work for people who treat them well, with respect, and with whom they can have an enjoyable hiring experience.

This means all businesses need to step up their hiring processes! In this article, we will look at how to ‘sell your workplace’ at the interview stage in a way that will have candidates wanting to work for you.

Share your current employee experience

A great way to give a candidate insight into your work culture is to discuss your current focus on the employee experience and what it might be like for them. To take the initiative to talk about your company culture shows a candidate that you are not only able to be reactive about your employee experience, but that you have a proactive mindset when it comes to focusing on employee engagement and satisfaction.

Discuss opportunity and growth

An enticing prospect for a candidate is a company in which they can grow and develop their career. Whilst talking about the role, and the ways in which they will be adding value if they were to be successful (also another great thing to discuss with a candidate you like), you can also go on to explain how this role could lead into other opportunities or areas when the time was right, or their skill level has reached that point. Allowing a candidate to see how they could make a difference and develop with your company is a big green flag.

Highlight benefits and current implementations

This should be part of standard recruitment practices to share what your employee benefits are as well as what you have recently implemented off the back of employee feedback or other reasoning. This could be anything from your flexible work policy to your parental leave options or anything that might be unique from other company’s standard practices.

Be positive and enthusiastic

There is nothing worse than a negative interviewer (who may not appear happy in their job), or even someone who is keen on intimidation (who wants to work with someone who thinks being scary is a good way to start a conversation?). By keeping an essence of professionalism, you can show your character through the interview process. After all, many times the hiring manager is someone who the employee will directly report to, and they need to be given a true example of your personality in order to have the appropriate context to make their decision. If you are warm and positive you are more likely to leave a good impression.

Be clear and transparent

Don’t leave it up to the candidate to awkwardly ask what the salary is. A very attractive business is one that will be open about what the salary and benefits are for the role so not to waste anyone’s time (yours included!).

Keep in contact

Whether you want to hire a candidate or not, it always bodes well to keep connected and let them know about the remainder of the hiring process. Word of mouth is real, and even unsuccessful candidates can have good things to say about your hiring process if you do it right!

5 essentials when starting a new job in a hybrid workplace

Sat, 30 Jul 2022 06:59:04 GMT

A hybrid workplace consists of working part of the time from home or remotely, and part of the time in the office. This time is often split up differently depending on the individual or what a certain company has implemented. Most workplaces are adopting a hybrid working structure since the pandemic.

Starting a new job in a hybrid environment can be more difficult in a social sense as making connections online can be tricky. Collaboration looks different now, mixed between online meetings and in person meetings. Whilst there are some challenges for a new starter in a hybrid work place, there are also plenty of benefits to this work structure, as flexibility is increasingly important to many employees today.

Here are our tips on how to thrive in a hybrid work environment, even when you’re new!

Be accessible and communicate well

First and foremost, it’s important that you don’t ‘ghost’ or ignore any of your fellow colleagues. Especially in the beginning it is important to respond in a relatively prompt manner. If you are busy send a quick ‘will respond right after this meeting!’ message. If you miss a call, don’t put off calling back. When beginning a job that involves a lot of remote work, you can never communicate enough, ask questions through the business chat functions, make a quick call to talk to your teammates about tasks you may need clarity on, and utilise being new, make your connections based on learning the ropes.

It will benefit you to continue clear communication all the way through your time in a hybrid workplace. Good communication not only fosters connections, but it can also prevent misunderstandings or lack of context and help build a strong reputation of being dependable and helpful.

The two major benefits of communicating well and frequently include:

Consistent interaction leads to great visibility and recognition
You can give and receive clear expectations and context

Try to get your face on video calls

Video calls can be a little tiring and we may not always want to get on a video every time. However, when we start meeting new people in a hybrid work environment, it’s extremely important that they get to put a face to the name and become more familiar with you. This helps build trust and furthers connection with colleagues.

Plan ahead, find routine

To avoid being late, missing meetings, or forgetting tasks, write everything down! Plan everything in your calendar, even set time aside to do certain tasks if they don’t require being done immediately. By being organised within yourself means you can show up for your team.

Additionally, whilst your routine may look different on your work-from-home days, than your go-to-work days, it is helpful to have a routine for each type of working day. This not only helps with organisation but also keeps you motivated, alert and ready for work.

Ask questions casually

As mentioned earlier, it’s great to ask questions when you first begin working, this helps us find clarity and can put us on the right track for efficient working. It can also be helpful in getting to know a business, workplace or team which is important when we are finding our footing and attempting a sense of belonging. Asking questions in a causal manner such as on Slack or MS Teams from home is much more colloquial and can help build friendships at work. In the office, instead of shooting across a quick email, walk over to the persons desk and ask them if they have five minutes to chat, most of the time, they will!

Be visible with your work and actions

Lastly, not only can you communicate your way to being highly visible and recognisable. What do they say? ‘The proof is in the pudding’. Let your work speak for you also. Deliver what you say you will, put in the effort and show your colleagues what you are capable of. At work, respect is often found in seeing how hard (or smart) others work. When you are fairly contributing and making a difference to the team, it will not go unnoticed.

Spotlight on Chie: New Business Improvement and Innovation Manager

Wed, 29 Jun 2022 07:00:31 GMT

This month we would love to introduce (or re-introduce) you to Chie Soma, Peoplebank’s new Business Improvement and Innovation Manager. In a short and sweet interview, we find out more about Chie and her new role.

What has your journey with Peoplebank been like? How long have you been with the company?

I joined Peoplebank back in 2015, when Recruit Holdings (Japan) acquired Peoplebank. At the time, I was part of the M&A team at Recruit and when the acquisition was close to completion, I was asked whether I wanted to relocate to Australia to oversee the post-merger integration. I was in the Integration and Liaison Manager role at Peoplebank, responsible for implementing Recruit’s management methodology called ‘Unit Management’ into Peoplebank. Then when the HR Manager left in 2016, I applied for the role and became the Head of People & Performance.

When Peoplebank and Chandler Macleod merged in 2020, I became the General Manager of HR Transformation, looking after all of HR administration from onboarding to offboarding, HRIS and employee benefits whilst improving systems and processes.

What will the new role entail? Do you have any plans or ideas yet?

The new role is called Business Improvement and Innovation Manager. As Brent (EGM, Peoplebank) describes it, it is Peoplebank’s very ‘first proactive role’ that not only look at problems at hand, but work on projects that would elevate Peoplebank as the best company to work for in the industry.

I already have 20 odd projects that I’d like to work on, but prioritisation is key, so I’m going to focus on projects that would have the biggest impact to the company, which are onboarding and scaling our sourcing hub.

What are you most looking forward to in your new role?

Everything, but especially working with the great team at Peoplebank. The leadership team is aligned in our vision and have high change readiness to achieve such vision. It is supported by hard-working and fun-loving group of consultants who genuinely love being here.

I look forward to making an impact and adding value to the business by combining all the knowledge and experiences I have gained in HR, M&A, Transformation Manager, and Change Management.

Tell us a little about yourself and your passions!

I have a 11 year old son and 2 rescue cats called Uni and Ikura (sushi fans will know what they mean).

I’m also passionate about running. I have just completed my second half marathon and look forward to completing more.

Chie has already had an amazing journey with us at Peoplebank and with the wider group brand also. We are so excited to have her back in this new role and are looking forward to seeing more of the fantastic work she will do!

Peoplebank’s Diversity Initiatives

Sat, 28 May 2022 07:06:48 GMT

In September of 2021, Brent Leahy, Peoplebank’s Executive General Manager, announced internally the Peoplebank Australia Diversity and Inclusion priorities.

“I am a big advocate for diversity and inclusion, and believe we have the opportunity to make a significant difference both internally and externally. Feeling comfortable to bring your authentic self to work creates greater trust and a more engaged workforce.”

- Brent Leahy

The benefits of diversity and inclusion go beyond just being the right thing to do. A diverse and inclusive environment establishes a sense of belonging among employees. When employees feel more connected at work, they tend to work harder and smarter, producing higher quality work. As a result, organizations that adopt diversity and inclusion practices see huge gains in the form of business results, innovation, and decision-making.

There are four main areas of importance for Peoplebank’s Diversity Initiatives as described below.

Gender

Brent has been working on introducing a Peoplebank Women in Leadership Academy.

The Leadership Academy will be rolled out to the entire RGF Staffing APEJ business aimed at emerging and developing leaders. A small group of approximately 12 Peoplebank Australia participants will be chosen for the 6-month development pilot program which will commence sometime this year.

Peoplebank also wants to focus on gender-neutral advertising, continual sponsorship for young women at university studying IT, and being more active with Women in IT events.

Mental Health and Wellbeing

Initially, all Peoplebank Managers were trained in Mental Health first aid. This, coupled with our EAP and other wellbeing support helps us to fulfill our strategy of ‘people first’ management.

A second round of training has been delivered since, ensuring that all Peoplebank managers are trained in Mental Health First Aid including all those in new roles.

Flexibility

Peoplebank has now had a Hybrid working policy in place for a while with open options to employ remote, part-time and return to work parents.

Our Hybrid working policy is thriving with several examples across the country of staff supporting businesses from different locations. Peoplebank have adjusted well to working flexibly, now certain staff meet for a couple of days in the office but are also able to work as cohesively from their own homes when it suits.

LGBTQIA+

We are accepting of all internally and we would like to change and enhance recruiting practices to encourage people from the LGBTQIA+ to apply for roles. Some internal education on this is something we would like to focus on developing. Currently, Peoplebank staff are encouraged to use language in advertising that is inclusive to all groups.

Apart from the four above focuses, Peoplebank is passionate about inclusivity for all, including those living with a disability or neurodiversity. Recently we have added an accessibility toolbar to our website to ensure anyone and everyone can navigate our page and apply for roles.

Peoplebank currently have fortnightly diversity meetings to discuss initiatives and implementations. This ensures that all ideas and initiatives are kept alive and that we are constantly working towards more inclusive workplaces and hiring processes.

Creating a Diverse and Inclusive Online Experience at Peoplebank

Wed, 27 Apr 2022 07:19:08 GMT

To support our diverse range of candidates and clients, Peoplebank is now providing enhanced accessibility support online to create a barrier-free user experience.

In our organisation, not only do we value and want to take steps towards more inclusive hiring environments, we also want to be able to improve communication and quality of service for all our people. To fulfill this mission, we now provide Recite Me assistive technology on our website, to enable all our website visitors to customize their experience in a way that best suits an individual’s needs.

"Website accessibility and inclusion have never been more important in the careers and employment sector. As now more than ever before job searches and recruitment drives are taking place online.

It's fantastic to see Peoplebank have created an inclusive experience for all their website visitors with the Recite Me accessibility and language toolbar. Providing candidates with the options to customize their journey online, enables them to search and apply for their next dream careers barrier-free.”

- Ross Linnett, Founder & CEO, Recite Me

One in six people in Australia has a disability that can prevent them from reading and understanding online content. Those who are most susceptible to access barriers are those who struggle with:

Decreased vision
Learning difficulties
Literacy
Language/linguistic problems
Attention disorders
Physical disabilities

Recite Me assistive technology provides support for all mentioned, which helps to make our website inclusive; a place where people can access information hassle-free.

“The launch of the ReciteMe toolbar will provide our candidates and clients with a more inclusive experience. We want to make the Peoplebank website easily accessible to ensure all qualified candidates can take equal opportunity of our jobs advertised.”

- Brent Leahy, Peoplebank General Manager

Recite Me accessibility software implemented on our website provides users the opportunity to customise their experience in a way that suits their induvial access needs. The toolbar includes screen reading functionality, multiple reading aids, an on-demand live translation feature that boasts over 100 languages including 35 texts to speech and styling options. This includes changes to the font size, type, and colour.

To access the assistive toolbar on our website, click the ‘Accessibility’ button at the top right corner of our website.

What makes job ads inclusive?

Tue, 26 Apr 2022 07:14:43 GMT

Firstly, what does it mean to have inclusive job ads?

It means that when any person is reading it, they do not feel isolated, unqualified, or deterred due to non-neutral language that can seem bias towards certain groups of people.

A non-inclusive job ad example we have seen before includes an ad referring to the potential candidate as a ‘he’ – completely ignoring any potential female or differently gendered candidates.

So, how does an agency or employer ensure that their job ads are inclusive?

Here are our top three tips to make sure your job ad is inclusive, neutral, and fair, where anybody would feel comfortable applying!

Be super conscious of biased language

Biased language is language that naturally favours a certain group of people and marginalises other groups when used.

Here is a list of language to be wary of using:

Avoid gender-coded words

Gender-coded words are words that are connected to a certain gender due to common societal constructs. For example, words such as ‘compassionate’ or ‘supportive’ are often linked to women, and words such as ‘assertive’ and ‘driven’ are linked to men. If using personal attributes to describe your potential candidate, make sure to either have a reasonable balance between ‘masculine’ and ‘feminine’ words or try to use describing words that are more gender-neutral.

Be open to skillsets that do not come from formal qualifications or higher education

By focusing solely on formal qualifications, you can disqualify candidates from lower socio-economic backgrounds who weren’t able to attend university, or people who are changing careers, or coming back to work after some time off. If applicable, mention that there is room to grow and upskill within the role, or that transferable skills will be welcomed.

If there are strong requirements for certain skills, mention the technical skills specifically.

Mention your goals for diversity

One way to make sure no one feels unwelcomed by your job ad is to let them know of your diversity goals and initiatives. This can be a one or two-sentence paragraph placed at the end of your ad to let people know that, as an employer, you are committed to creating a diverse and inclusive workplace. You can also mention initiatives you already have in place to let potential applicants know what is important to you. This is a value add that can go a long way in making someone feel more comfortable to apply.

Introducing our new General Manager in QLD

Mon, 25 Apr 2022 07:20:01 GMT

Peoplebank are pleased to welcome Nathan Coletz who joins the business, taking over the QLD General Managers role from the departing John Egan, who retired from the industry after 20 years in the GM role at the start of the year.

The QLD business is in an ideal position for significant growth in the region with ongoing demand for technology resources and investment driven by the 2032 Brisbane Olympic Games.

Nathan joins the Brisbane team bringing extensive experience and a successful track record in restructuring technology recruitment teams to meet the needs of the Queensland market while accelerating growth and market share.

Throughout his recruitment career of over 20 years Nathan has focused on building high-performance IT recruitment teams and has held roles including National IT Director for Talent2 (now a part of the Allegis group), QLD Director for Hudson, and several GM level roles with start-up IT agencies.

Leveraging both Peoplebank’s existing footprint across Queensland’s Public Sector and strong commercial interstate relationships Nathan will relaunch the group’s Leaders IT consulting business locally, increasing recruitment delivery headcount to capture greater market share.

You can reach Nathan via email at Nathan.coletz@peoplebank.com.au

How to overcome your fear of failure in the workplace

Thu, 24 Mar 2022 07:27:41 GMT

The workplace is not always the easiest place to feel comfortable. Especially as we are faced with having to produce and live up to the expectations of our colleagues and employer.

Many roles involve KPIs, or familiar goal oriented perform and reward systems which can add an extra element of pressure for some.

Getting our jobs done can be hard enough sometimes without the added fear of failure, so, we have put together some advice on how to overcome your fears and embrace work life to its fullest.

Re-define failure

Very often we view failure as constraining or final. Additionally, there is shame and embarrassment attached to the idea of failure.

But that’s an old construct of what failure is.

A better way to look at failure is to see it as an opportunity for growth and when it happens, we can take the opportunity to learn from it, and view it as our first step toward success.

By seeing it this way we are more inclined to feel less threatened by the possibility of failing.

Look for what failure can teach you (or has taught you)

Very rarely are projects executed perfectly on the first attempt.

The most successful people on Earth got to where they are through many trials and tribulations, which means that there were multiple failures to even the greatest ideas in existence.

Every time we make a mistake or ‘fail’, we are really just opening a space to ask, ‘what went wrong, and what can we change for the next time?’

Think about past hiccups and how they impacted you and what you learned.

Re-frame potential for failure as a challenge instead

Another way to change the way you look at failure is to view it as a challenge to tackle instead of an opportunity to fail. This can help bring out a competitive and motivated nature. It also highlights that the task ahead is difficult and may not be overcome, which helps you look at the situation realistically and means that you will not be carrying so much pressure to have everything work perfectly.

Additionally, when you plan for a challenge, you can think more critically and might spur on some innovation that will keep you too busy to feel fear!

Set realistic expectations

Don’t be too hard on yourself. If you expect yourself to never fail you will always disappoint, and you will always feel the pressure that others may expect that of you too.

Even if others do expect you never to fail, remember that you are living your life, and any errors you make along the way are just stepping stones to what is next.

Don’t be afraid to ask for help

Taking on too many tasks and becoming overburdened with your workload can set you up for unnecessary failure. Most of the time, we can achieve our goals much easier if we just ask for help. It could be the thing that gets you across the finish line.

Asking for help is a nice way to take the pressure off yourself and work with others for shared success.

Plan for success, prepare for the worst

As we mentioned earlier, when approaching a challenge, you can plan for the best outcome possible, and do all the work to get there, ticking things off your list along the way.

However, it is also helpful to prepare and plan for the worst outcome too. By thinking about the things that could go wrong you not only create realistic expectations, but you can also plan around potential hurdles, preventing the amount of risk.

Think positively and rationally

Instead of getting yourself into a panic spiral, try to remain positive and rational. Often when we begin to stress, every single thing we encounter becomes an added layer of stress. When we let ourselves become overwhelmed, we are more inclined to make mistakes.

It can do wonders to practice some breathing exercises and re-group. Walk into work with a positive mindset, thinking of the things you have achieved and that are going well in the day, then go from there. When you start with a positive outlook, any hiccups may not appear as scary as they might when you are already tense.

Fun Ways To Make Virtual Global Meetings Engaging

Wed, 23 Mar 2022 07:38:40 GMT

“When a person is engaged, dedication to their craft, desire to achieve, and relentless commitment to make a difference is palpable. You can see it, hear it, and feel it…and it is contagious!”

― Kevin E. Phillips

To keep teams informed, up to date, and connected in the “new normal”, virtual meetings have become a necessity.

The trouble is, it’s even harder to keep participants engaged in a virtual meeting than it is with in-person meetings. While video calls are an incredible step up from email correspondence, they still lack a certain something.

That something is a face-to-face connection.

The lack of personal connection makes us feel disengaged from our colleagues, and we go into a kind of trance after listening to the same disembodied voice for too long. This disconnect and the dreaded video call fatigue that follows becomes even more prevalent when working with global teams. Language barriers and a lack of prior real-world interaction can become stumbling blocks, as can cultural differences or ideologies.

So, how do you keep virtual meeting attendees engaged and get them to contribute?

These ideas provide great inspiration for keeping the energy up and increasing the engagement factor on your next global team video call.

Opening and closing rounds

The first way to create an inclusive and comfortable atmosphere in a global meeting is with opening and closing rounds. Even if you don’t have an agenda, this is easy to incorporate.

Each participant takes a moment to introduce themselves. They can share how they are feeling and anything else that might be happening in their lives. This activity helps everyone to feel more comfortable opening up and sharing ideas or views with their peers. By encouraging empathy and understanding for each other, the team as a whole will be more constructive when collaborating.

These opening rounds can centre around work-related questions at first. But as the participants get more comfortable, you can start asking about life outside of work, or introduce more mindful questions. Tell everyone to try to keep it short and sweet, and save conversation for the end.

Ice breakers

Ice breakers are a fun way to start meetings and lighten the mood for everyone involved. These could be simple questions or activities that get everyone involved creatively. From there, you can work to maintain that engagement throughout the meeting.

Gives these icebreaker ideas a try:

Traffic light
Start this activity by asking everyone to describe their mood using the colours red, amber, or green. Green would mean that they are firing on all cylinders and ready to take on the day, while red may tell you they’re feeling sick and burned out or just totally fed up.
Icebreaker questions
Range has a free collection of icebreakers that offer a lot of fun conversation topics for the group to try out. Their app can help you introduce consistent icebreakers and mood sharing into your team's daily schedule, encouraging increased collaboration and understanding.

Energiser games

Use simple question-based games to get the group involved and activate their minds. Yes/no or multiple choice works best in this case.

Guess the animal
Get someone to think of an animal, and have the rest of the group take guesses at what it is. They can also ask questions to narrow down their guesses, such as “Is it a mammal?” or “Does it have claws?”
Shopping cart
This game can play out quickly and is an excellent test of mental acuity. The game starts by saying “I went to the market and I bought (enter foodstuffs here)”. Each subsequent player repeats the previous list in the chain and adds one of their own. This forces everyone to keep track of where they are in the round to make it move smoothly, as well as remember the entire list of items.

Show and tell

Show and tell is an excellent way for teams to bond and get to know each other on a personal level. It can help to make everyone feel seen and understood and is often extremely interesting for teams composed of different nationalities. This kind of sharing promotes psychological safety, which is essential in creating a good work culture .

Here are a few ideas to try:

Virtual cribs
Inspired by MTV Cribs, participants have an opportunity to show off their homes to their colleagues. They could show each other their work environment, kitchen, lounge, special art pieces, or boast about their spectacular views or garden. Everyone gets to know each other better and can ask questions about things that catch their eye.
Items of interest
This is just like it was in school. Get everyone to choose something that’s special to them to show the group. If you’re connecting with employees from different cultures, it’s a great idea to ask everyone to talk about a cultural item. They should tell a story behind it, where it’s from and why it’s important, and allow everyone to ask questions.
Share media
Giving the group a chance to talk about their favourite book, movie, poem, or even music, is a great way to get an active conversation going. It gets everyone excited about participating and gives them a chance to unwind and get comfortable with each other.

Online games

Gamification is fast entrenching itself in every sector, and online games are a fun way to get everyone feeling lighter and more motivated and energised for the meeting ahead. These are a few great options to try out:

Codenames - A deduction game with spymasters, agents, and secret words.
Scribbl.io - Players draw and others have to guess a word.
Curvefever.io - A competitive snake game.
Sketchful.io - Online Pictionary.
Boardgamearena.com - Online board game platform with a variety of games.

Accomplishing and retaining engagement

With virtual meetings seemingly the way of the future , keeping engagement levels high is going to remain an ongoing priority. With these tools, you’ll be on your way to having more fun, engaging, and productive virtual meetings with your teams.

While it may seem counterintuitive, you’ll find that adding some fun activities to your meetings will make them much easier and get everyone more excited to participate. Once everyone relaxes, ideas will flow, collaboration will become easier, and a sense of team spirit will prevail. Even if attendees are scattered across the globe.

This article was written by: Addisson Shaw

How to ask for mental health leave

Tue, 22 Feb 2022 07:34:59 GMT

If you battle with any mental health issues or have been mentally affected (as many of us have) by the pandemic, you might know that it’s a little harder to take a ‘sick’ day based on ‘invisible’ illnesses.

In the past, mental health has been a topic with a lot of stigmas around it. Mental health was not always considered serious and an attitude of ‘toughen up’ was often taken. This means that taking sick days for this kind of issue also had a stigma around it.

Thankfully, this attitude is changing. Although this should have always been the case, it has recently become more acceptable, even encouraged, to talk about mental health openly and in the context of the workplace. Many organisations are introducing mental health days as a new form of leave.

However, this is not the case everywhere, and even if your workplace is open about mental illness, it can still be daunting to ask for mental health leave given the strong history of stigma around this topic.

So, we have put together a simple guide to help give you the confidence to ask for the mental health leave you may need (and deserve!).

Notice the signs

Sometimes we can be harsh on ourselves and just keep going and going even when we are already burnt out. We can get into a headspace of ‘we can’t afford to take time off'. But what about if you also can’t afford to keep going?

Mental health days don’t need to be taken only if you have a diagnosed mental illness. If you are feeling any of the below, it might be time to think about taking a mental health day:

By recognising your mental state and understanding you need a break, can help you gain confidence to ask for what you need. Know that once you start to take care of your mental health, the benefits will flow into other areas of your life.

Avoid placing external stigma onto your thoughts

It can be easy to place judgment on ourselves. This is possibly the biggest hurdle to jump over. We can look at a colleague with a similar workload and think, ‘but they’re fine!’ That doesn’t mean you have to be too. Every person handles things differently and has something different going on in their lives. Mental health issues can stem from anything from work to personal issues to chemical imbalances. We always like to remind people, if you broke your arm but still had things expected from you would you put off going to the hospital? The answer should be ‘no!’ The same goes for mental illness. Just because you can’t see it, doesn’t mean it isn’t there, in need of healing.

Learn about your existing leave options

In Australia, as a full-time employee, National Employment Standards managed by the Fair Work Ombudsman recognise your right to mental health sick days. Employees can take up to 10 sick days each year (including personal/carer's leave). Fair Work says that this includes leave for stress.

Leave options might be standard or above average at your organisation. It can be helpful to educate yourself about your options and feel assured of what your rights are.

Additionally, under the Fair Work Act, your employer cannot discriminate against you if you are dealing with mental health issues. Meaning they cannot take any negative action such as demoting or dismissing you for your mental health. So you can remove this from your fears!

Decide what you are comfortable to share

When asking for a sick day, you don’t always have to disclose why you are taking it, especially if the issue is very personal. The same goes for mental health days. You can share as little or as much as you want. Evaluate the relationship you have with your manager, how private you want to be, if you’d like to share and be honest, and then start thinking about how you’ll ask.

Prepare how you will phrase your email/message

You can write out your message in a word document first before putting it into an email or message. This gives you the opportunity to make any changes after reading it back to yourself, without the fear of accidentally sending it out! It can also help you work through what you do or don't want to share.

Approach your manager honestly

Whether you want to be completely open and share or if you want to be more subtle, always be honest and genuine in your approach. Any manager worth their while will understand if you do or don’t share.

A subtle example could be:

‘Hi Angie,

I hope you are well! Could I please use one of my five remaining sick days next Friday? Let me know if you have any concerns.

[Your sign off]’

If you wanted to go into more detail you could say:

‘Hi Ben,

I was hoping to use one of my sick days next Monday for a mental health day. I think it will really help me get back into a more productive headspace. Is this okay with you?

[Your sign off]’

You can share as much or as little as you like depending on your situation.

Do you have any tips on asking for a mental health day? As an employer how do you like to be approached? As an employee what do you feel comfortable doing?

What is Peoplebank (and Leaders IT) doing differently to tackle the technology skill-shortage?

Mon, 21 Feb 2022 07:41:26 GMT

Whether you work in technology or recruit within this sector, you will be aware of the huge skill shortage Australia has been facing for the last 18 months. Border closures have been a major factor in causing this shortage but there are other contributing factors which have happened over many years.

What has caused the skill-shortage?

The implications of a skills-shortage

There are many implications of this skill shortage we have seen recently. One being the competitiveness for talent in the market. When a skill is in high demand and there is not enough supply if it, that, in turn, increases salaries. According to the Australian Financial Review “The cost of hiring skilled software developers, security specialists and data experts has gone up by about 30 percent in Australia in just 12 months.”

Another problem employers face is Programs being delayed due to them not having the resources to deliver. This comes with huge costs attached.

Finally, the pressure of staff shortages put on existing employees can lead to burnout and resignations. This is reflected in the huge amount of employee churn organisations are currently facing.

What are Peoplebank and Leaders IT doing differently to tackle the technology skill-shortage?

The Tech Council of Australia has a goal of employing 1 million people in tech-related jobs by 2025 and 1.2 million by 2030. Currently, there is approximately 860,000 people employed in the technology sector in Australia. They believe that re-skilling the existing workforce is important in meeting this goal. They also say that “training young people to enter the sector is also critical. An additional 12,000 students will also need to enter the tech sector workforce to meet the 2025 target of employing one million people in tech jobs.”

Leaders IT is the Consulting arm of Peoplebank. Leaders IT has developed a service called Capacity Uplift Solution, designed to tackle the talent shortage in the market. We have created this solution to provide resources at a lower cost whilst providing them with the tools and support in order to grow and develop, becoming long-term, productive, supported & increasingly valuable resources to organisations.

Consultants are appointed as project-based employees, for at least 12 months and development is aligned to the client’s project need. Over those 12 months, the Consultant is provided with hard/soft skills and ongoing support from Leaders IT. This is run by a Program Manager to support the Consultants and client on the journey.

Consultants can come from a diverse range of backgrounds such as career transition candidates, graduates, aboriginal, ex-military, etc. Leaders IT are advocates for diversity in IT and support more females working in IT with initiatives such as 100 Women in Tech events. These events were hugely successful in bringing job seekers and employers together to network and discuss the barriers holding women back, how women can reach their goals in the tech industry, and potential job opportunities.

Another way Peoplebank Group is tackling the diversity issue in technology is with The Peoplebank Australia Scholarship. This scholarship is offered to females who need financial support to pursue an IT course at university. We are proud to say we have supported many women over the years to enter the IT industry who otherwise may not have had the opportunity to do so.

To conclude...

The talent shortage is not going away. With borders opening, there will be some relief, but visas can take months to be approved. Organisations need to start investing in onshore talent and upskilling and reskilling the existing workforce. This is true workforce planning for the future and will set you apart from businesses who have not made this investment.

Creating boundaries when getting ‘back to normal’

Thu, 20 Jan 2022 08:04:45 GMT

Post Covid lockdowns, as most of Australia integrates back into a sense of normality, everyone has begun to hear the word ‘boundaries’ a little more.

With so much time for self-reflection, many people are realising what makes them comfortable and what doesn’t, therefore potentially changing their interactions going forward as they adjust to going back to the office, into meetings, and other social exchanges.

Creating boundaries is actually always helpful and can help you avoid negative consequences such as burnout. Additionally, it can have added benefits to your life such as:

Positive mental health
Good emotional health and wellbeing
Being a positive influence for others
Improving autonomy
Strengthening self-identity

What does it mean to create a boundary?

Generally, it is having an honest conversation to inform another person of how you feel about a certain situation to prevent finding yourself in that situation again (or at all).

It can be daunting to create a boundary as we can fear rejection, feel guilt, fear confrontation, have safety concerns, or we simply were never taught healthy boundaries. So, with all that, here are some of our tips on how to have a boundary setting conversation.

How to effectively create boundaries

Often it can look like this:

1. Identifying your boundary

This is important to know what you really want and need and can be clear on it.

2. Saying what you need

Be transparent and honest about why you are setting this boundary. It’s okay to be a bit vulnerable.

3. Keeping the conversation short and simple

Don’t overcomplicate or over explain.

4. Explaining why it is important

It can be helpful for people to understand what it means to you, or how without this boundary you may suffer.

5. Offering a solution

This is helpful for the other person and yourself to feel more comfortable about what to do next. It can also prevent rejection of your idea if you are offering a different way to do things that is totally rational.

For example : “I would love to catch up with you, however, I’m still a little nervous in large crowds at the moment and would prefer to be my best self, not my anxious self! Can we meet somewhere more lowkey instead? I know a great park with a coffee shop nearby.”

Practice the conversation

If you are feeling extra nervous about having this kind of conversation, you can always practice it before you actually have it! This allows you to hear your own phrasing and adjust anything that may be misconstrued. It also gets you more comfortable with what you are asking for.

Overall, you can set boundaries around anything, including:

Your means of work
Your personal space
How you prefer to socialise
Your emotional capacity
Your physical capacity
Sexual or intimate advances
Your time Your intellect or viewpoints

Your money or material possessions Not all of these boundaries may have to do with work but knowing how to set your boundaries can be exponentially helpful in all interactions you have.

How to efficiently reset for the new year

Sun, 19 Dec 2021 07:51:04 GMT

As the year comes to a close, it’s important that we take some time to pause, relax and reset for the new year.

By doing so, we can de-stress from the past year, and feel prepared going into a fresh year. But what does it take to ‘reset’?

Resetting is all about reflection and leaving behind any negativity that could carry forward into the new year. Time is ultimately a construct so really you can reset any time you like; however, many find the new year a great opportunity to take a break and experience the process of growth.

Here are our top tips for resetting so you can begin 2022 with a positive and hopeful outlook.

Take a moment for a reflective exercise

It can be helpful to put reflections and goals into written words. This helps put things into perspective as well as clearing loud or crowded thoughts from your mind!

We recommend reflecting and writing about the below prompts.

Journaling or writing lists on the above topics will help to break down the year in a way that you can easily digest. You’ll be able to smile and realise all you have achieved as well as properly focusing on what you want from the future.

Give yourself grace

If you made any mistakes this past year, if you did things you weren’t proud of, or simply have annoying thoughts of regret… you have to forgive yourself! If you are working on correcting behaviours, that is amazing! Be present with yourself and understand no one is perfect. Everyone is doing the best with what they have in the moment. We can’t be too hard on ourselves if we want to move forward and start fresh, otherwise, the pressure we place on ourselves can stunt personal growth by leaving us in a negative mindset.

Declutter your digital space

To start in an organised headspace for the new year, it can help to take some time to clean up your computer, laptop or mobile. This could look like any of the below:

Unsubscribe from unwanted emails
Clear your inbox
Reorganise and archive old files
Set up new folders for new projects
Back up your files
Go through and delete any photos you don’t need
Set up an out of office email

Declutter your physical space

It can also help to declutter your space. This doesn’t have to be your whole house, it can be say, the room you use as an office, your desk, that wardrobe that’s been overflowing for a while now…

Decluttering space is an amazing exercise to help lift your mood, clear your mind and feel accomplished.

REST!

Finally, you can’t really reset without switching off for a moment. Use the holiday break to have days of doing nothing or taking part in activities and places that energise you. If you’re always ‘on’ you’ll end up burned out. We always need to rest and recuperate to feel like we have the energy to keep striving.

What are your favourite ways to rest and recoup?

Cultivating Cyber Talent

Wed, 08 Dec 2021 04:34:52 GMT

You may have heard the below phrases recently:

“Cyber Talent Shortage,” “Cyber Skill Gab,” “Cyber Headcount Problem,” “Cyber Draught,” “Cyber Expectation Misalignment”.

If talent hunting is hard today, it’s only likely to get harder tomorrow. The cybersecurity employment projections are bleak. While the list of creative phrases summing up the problem has increased, what have we really achieved so far, and are we any closer to a solution?

I wanted to revisit this topic, as its appetite in discussions has only grown. Bringing together opinions from the basement to the boardroom, I’ve spent the last few months gathering the views of Cyber Grads, Hiring Managers, and Executives to weigh in on why everyone is still struggling to solve the Cyber Talent problem.

Examining the problem from the beginning, I’ve asked the question, do we have a talent shortage? Yes, it’s not a fairy tale. 61% of cyber security teams are understaffed, 55% have unfilled roles and 50% say their applicants are just not well qualified[1]. But, if my overflowing inbox of budding cyber grads is anything to go off it's clear from the junior layer that there isn’t! So why are these statistics so grim?

Many ‘freshly minted’ cyber grads often spend years of upskilling before landing their first security role. Why? Despite most cyber security degrees support the learning of critical analysis, problem-solving, communication, and investigation skills. These are insufficient to meet the demands of a contemporary cyber security role [2]. Michael Choeng, National Cyber and Tech risk leader at Crowe Australasia points out “Cyber technical theory may or may not be utilised in the industry – we need more emphasis on day-to-day skills. A lot of Cyber is psychology that goes into solution, it’s not only technical.”

But the problem doesn’t just lie within academia, it's systematic. Plugging in ‘entry-level roles in cyber’ into the usual job-seeking channels yields poor results. Jobs advertised ask for a minimum of x years proven experience. You’ve seen these before. Our present hiring methodology is rigid, particularly in our ignorance of how men and women view job advertisements differently. Identical job ads that used more masculine than feminine wording affected perceptions of gender diversity, job appeal, and anticipated belongingness but not of personal ability [3]. Additionally, there is a lack of feedback loops, where little to no constructive feedback is provided from Hiring Managers and candidates are being ghosted by recruiters. Couple these points together and you create a significant barrier.

Richard Atherton, CISO at Visy describes “The industry has a headcount shortage, not talent – We aren’t hiring enough from scratch, mostly its hiring for experience (“minimum x years”)”. Why is it so difficult to hire from scratch? From the view of leadership, the risk of an organization facing a cyber-attack outweighs the need for entry-level skill , which is why nearly all roles in cyber require x amount of 'proven experience'. To provide real value to an organisation, cyber graduates need practical day-to-day working knowledge. At present most aren’t equipped to provide this straight out of University or TAFE.

So yes, there are a few problems... what can, and should the industry do about it?

Look at hiring in a fresh way

One solution could be found in our Leaders IT business. Leaders IT is a subsidiary of Peoplebank and offers what’s called a Capacity Uplift Solution . This is a unique alternative to the “right-sizing” that usually accompanies an economic downturn. By utilising a candidate pool of highly talented, but not necessarily highly experienced candidates we offer a partnership with clients to co-develop successful candidates, through specialised training both formal (which can lead to professional qualification) and on-the-job mentoring. The client benefits by employing the best and brightest new talent as a “blank canvas” to shape into exactly what they need, whilst increasing capacity at a cost base lower than the traditional consulting model.

Additionally, here is some advice for our juniors trying to get into cyber roles

Daniel de Jager, Security Manager at Moula aptly describes the underlying issue with our graduates as not being able to “hack the barrier”. Daniel provides valuable insights for graduates to overcome this barrier. “Cyber grads need a portfolio of evidence that shows how they will demonstrate value. Github, online presence, blogs, papers, YouTube channel, discord servers, and slack groups are fantastic ways to learn and upskill .” Don’t stop once you have graduated, speak with professionals and learn what they work on daily. Forensics, Pentesting, Log Analysis, Malware, Data Science, Big Data, PLUG-IN – Know the vulnerabilities and exploit them. Start CODING, get this on your resume, and get noticed!

Hiring managers and leaders within security are currently facing the issues of staffing in a heavily depleted candidate market, high contract rates, and soaring salaries. This, coupled with highly specialised technical security skills presents added complexity to an already difficult equation.

Automation is helpful but it won’t solve the problem. You can’t solve a process problem with a widget. Start investing now! To alleviate this issue companies, start considering implementing programs to augment and upskill their current workforce to meet future demand. We need to start developing a cultivating mentality of talent rather than looking for a ‘superstar’ to solve everything.

In conclusion, when we recognise the barriers, we can see that the issue has multiple dimensions:

All of which can be addressed in multiple ways:

We need a multi-pronged, long-term strategy to solve this equation. As mentioned earlier, utilizing a system that focuses on developing candidates can be a key differentiator that might break the existing cycle of struggle in the cyber talent industry.

The Capacity Uplift Solution specifically develops graduates, career transition, and return to work candidates in both soft and hard skills, aligned to your culture and strategic direction, developing their capacity to become high-performing members of client teams. Once part of the Capacity Uplift Community, their experience can take talented people and accelerate their development into successful, productive, permanent resources.

If you would like to hear more information, please get in touch!

Call Peoplebank on 03 8080 7200 or 1800 People (736 753)

[1] https://www.helpnetsecurity.com/2021/05/05/understaffed-cybersecurity-teams/

[2] J.L. Hall and A. Rao, “Non-Technical skills needed by cyber graduates,” 2020 IEEE Global Engineering Education conference (Educon), 2020, pp. 354-358

[3] https://gap.hks.harvard.edu/evidence-gendered-wording-job-advertisements-exists-and-sustains-gender-inequality

Why Software Developer Pay is Skyrocketing

Wed, 06 Oct 2021 09:19:27 GMT

The questions I am asked most often today are: why is it so hard to hire software developers and why are they so expensive? These questions are worth expanding on as the IT recruitment market is reshaping fast.

It’s a strange dichotomy. The world is in the grips of Covid, yet in March/April this year more IT jobs were advertised on Seek.com.au than ever in history. Why is this happening, and what does it mean?

In short, it’s a simple supply and demand issue, driven by a global shortage of software developers.

With once inconceivable computer power and data now instantly and flexibly available through the cloud and fast networks, the war for IT value and profit realisation has moved squarely to the software development race. As Microsoft CEO Satya Nadella said, “every company is now a software company”.

There is an abundance of juicy low-hanging fruit in product innovation, data analytics, AI, machine learning and computer vision, plus product improvement. Just about everything can now be improved, streamlined and cost-reduced through software-driven automation. All this requires Software Developers. And good ones - unless you want to build a Frankenstein product/system. But those days are gone. Users are savvy. If it’s not useful, accessible, fast, seamless, with sophisticated UX/UI prompting a response before you even really realise you need it, then no one will buy it.

Not only do you need good developers who really understand computer fundamentals, but you need a variety of them - and the right blend and team structures - to fully tap into the software goldmine: back-end, front-end, full-stack, database, mobile, automation testers, and SDET’S (Software Development Engineer in Test), or the software developers who build the automated software tests that are replacing what used to be known as ‘testers’.

Then there are the DevOps and DevSecOps engineers. These software/systems engineers have largely taken the place of infrastructure or network engineers to get software innovation perfectly and automatically deployed to your hungry, waiting customers and users. On top of this, you need this variety of talented developers to continually learn the ever-improving, powerful and easier-to-use software tools which maximise competitive advantage.

This surge in demand for developers has one major issue: there are just not enough out there.

In a talk a few years ago by the Global Human Resources Director for a top 10 technology company, she named the global shortage of software development talent as one of the top three strategic impediments to the company’s innovation and growth. Today these shortages are compounded further by Covid.

A 95+% reduction in skilled migration visas to Australia during Covid has firmly turned off our global talent tap. However, the global shortage in software development talent meant it was already comparatively slow running. Of far greater impact is that we haven’t produced enough software talent and we’re seeing developers stick to their secure current jobs. They are not seeking change because they fear market instability as a result of Covid.

Software developers overall are an analytical and somewhat cautious bunch. Many of the good and experienced ones have graduated from the energy drink-quaffing nocturnal keyboard warriors into parents, mortgagees, and school-fee payers.

Software developers, on the whole, are showing a decidedly ‘safer’ predisposition to stay put. This is the case even among those whose current role is sub-optimal. Seek.com.au figures in 2021 showed an increase from 20% to 40% in IT workers not prepared to consider a new job this year. These are unprecedented figures.

So here you have an insatiable global hunger for software talent on one side, and a record-breaking talent drought on the other. This has had many effects, not the least being an increase in software developer remuneration packages of somewhere between 10 and 30 percent.

Opportunism has played out among developers prepared to move. They have cashed in on the musical chairs opportunity, switching companies, joining competitors who have been willing to offer huge pay increases and promotions driven by their own struggles to hire real talent. Employers, realising the cost of losing good developers - and worse still not being able to replace them - match or better these inflated offers to entice the candidate to stay. Many of my clients have recently shared the pain of releasing an employment contract to a software candidate, only to have them snatched away through a counteroffer shortly after.

The situation is not all fraught. Highly skilled developers are being realised for their worth. High price tags for real talent is an equitable system. However, post-Covid, I predict a blood-letting, a bursting of the bubble for mediocre developers on these newly increased pay levels who do not live up to the expected value they deliver and will be let go.

Looking at the current market, I see four positive plays by organisations:

The software race is speeding up with no let-up in sight. With no single way to provide talent fast enough to meet demand, the price of software development talent will continue to rise. There are those who are adapting to meet these hiring challenges, and there are those increasingly being left behind. Good companies are – and need to continue – to recognise this change and respond to it.

How to kick-start your cloud career: Tips from an IT Recruiter

Tue, 05 Oct 2021 09:33:44 GMT

There has never been a better time to start an I.T or cloud career in Australia! Whether you’ve just graduated from university, are looking to transition from another career, or want to get back into the workforce there are more opportunities than there have ever been. Unprecedented demand for I.T skills, skills shortages, and limited overseas immigration has meant that employers have never been more willing to offer entry-level I.T opportunities and provide the necessary support to help new employees develop their skills.

From technical coding opportunities to project services and consulting roles, some of the most in-demand skillsets in the I.T market are cloud skills. While there are a range of cloud offerings that organisations use, skills on public cloud platforms such as AWS (Amazon Web Services) , Microsoft Azure , and GCP (Google Cloud Platform) are the most commonly sought after by employers.

Regardless of the direction you want to take in your new I.T career, skills on these cloud platforms are transferrable and will help you stand out to employers and IT Recruiters.

Where to start

Understanding cloud offerings are complementary to most I.T roles, but can also be the basis of particular roles like Site Reliability Engineers, DevOps Engineers, and Cloud Engineers.

Like many I.T areas, there are great, free resources online that you can use to start your learning journey. AWS ( https://aws.amazon.com/training/digital/aws-cloud-practitioner-essentials/ ), Azure ( https://docs.microsoft.com/en-us/learn/certifications/azure-fundamentals/ ) and GCP ( https://cloud.google.com/training ) all offer online introduction courses free of charge which offer a good place to start. Platforms such as Udemy, Pluralsight, and Coursera provide some free cloud fundamental courses.

These courses are built for beginners and are a great way to start learning. Once you understand the basics there are a number of next steps you can take.

Show off your new skills!

If you are looking to apply for cloud or I.T related roles it is important that you demonstrate your knowledge and learning to potential employers and peers. Once you have put in the hard work to pick your new cloud skills it is important to list completed training and certifications in your resume and LinkedIn profile.

One option to demonstrate you really understand the platform/s of your choice is getting certified. AWS (AWS Certified Cloud Practitioner), Azure (Microsoft Certified: Azure Fundamentals) and GCP (Cloud Digital Leader) all provide recognized certifications in which you must successfully pass an exam. While taking these exams does cost money, they are well regarded by employers and are a good way to demonstrate you have put in the time to understand the platforms.

If you are pursuing programming roles, another option is incorporating cloud hosting and tools on AWS, Azure, or GCP into your code projects. Talk about how you have configured the cloud instance, or what other platform tools you have utilised to help in your project. If you are stuck for ideas, run a search like ‘cloud code project’ and pick an idea that works best for you.

Once you are happy with the code project you should share it publicly on a platform like GitHub. This will allow people to see your work and provide feedback on it. Linking to your GitHub (or similar) via your LinkedIn and resume is a great way to demonstrate your dedication and interest in these platforms to potential employers.

It is important to know that code projects do not need to be ‘finished’ to share them. Just make sure you are clear about what you set out to achieve, where you got to, and how you got to that point.

Get involved in the community

Like most things these days if you look online there are many great free events and meetups that you can get involved in. These offer great opportunities to learn in more depth, but also the chance to meet people working in these industries. AWS, Azure, and GCP usually run conferences annually (online currently, but in-person when restrictions allow) and sites like Meetup ( www.meetup.com ) are a great way to find groups based out of your city or country that meet regularly to discuss new features and give demonstrations on these platforms. Many people find the concept of networking intimidating and difficult. Attending these events/ sessions is a great way to getting to know professionals in the field in an organic way and help build deeper relationships with them than you would if you just reached out over LinkedIn.

Just like any profession, trying to find your first job in the cloud or I.T space can take a while. These first steps are a good place to start and will help open up more opportunities for you.

Written by Hugh Morris-Dalton

10 Tips to Improve Your IT Career Path

Mon, 04 Oct 2021 09:33:58 GMT

Careers in IT have performed increasingly well over the past decade. But the pandemic of 2020 and now 2021, has catapulted those within it to new heights.

As online activity and the technology that supports it continues to prosper and evolve, those working within the IT industry can too.

Businesses are relying on tech support now more than ever before, with particular demand for workers who can provide data security, data analysis, and cloud architecture.

Whether you have been in IT for years or are just starting out, this article will help you gain insight into what companies are currently looking for in employees. Plus, you’ll learn how you can continue to improve your career in tech-based on future trend predictions.

Find a Mentor

Even if you already consider yourself an established member of the IT community, having someone whose opinions you trust can be a tremendous source of support in times of uncertainty.

Many companies employ a mentoring programme to help new team members settle in and find support. Studies on those programmes tell us that mentees are more confident, satisfied, and productive when provided with this opportunity.

If you work freelance or your company does not offer a mentorship programme, you can reap similar benefits in other ways. Join active online forums or have regular conversations with friends, family members or co-workers that you trust within the industry.

Create a Career Map

It is so much harder to hit a target when you haven’t yet identified what it is. Drawing up a career map can allow you to not only spend time researching and contemplating where you actually want to be in the future, but also give you a chance to witness that trajectory in a comprehensive format.

Consider the next five years and where you would ideally like to be positioned by the time those years are over. Then outline what concrete steps you can take to get there.

If you have already done this exercise, revisit it and see what has changed within yourself and the industry as a whole.

Upgrade Your Remote Working Space

Many IT jobs are easy to perform remotely, which is why you need to upgrade your home-working space. Covid-19 hasn’t gone anywhere yet, and estimates are still very unsure about when the world will return to “normal”.

This means investing in ergonomic products like an office chair, working desk, or high-quality headset for online communications.

Making your remote working space comfortable and functional will save you many aches and pains further down the line.

Follow Industry Trends

The world of technology is constantly growing and evolving. If you want to stay ahead of the game, attempting to keep up-to-date on industry trends will give you a broader perspective of the future and increase your chances of career success.

Mobile-app development, cryptocurrency advancements, augmented reality (AR) and more are currently making waves in the IT industry.

But who knows what will develop over time? If you want to find success in IT, following industry trends is an indisputable advantage.

Specialise in Something

While dabbling in many different areas of IT can show versatility, specialising in one particular area shows dedication, drive, and competence.

Companies want to know you’ve got a solid understanding of your job and can handle your area of expertise without hesitance.

Whether it’s web development, programming, mobile security or any prominent job profile within IT, you’ll have a higher chance of landing a concrete position if you specialise in it.

Open Up a Cryptocurrency Wallet

Many employers and companies around the world are adapting to the advancement of cryptocurrency. They’re offering to pay employees in digital currencies like Bitcoin and Ethereum (amongst many others).

This not only fuels the cryptocurrency market itself but presents you with an opportunity to accrue interest on your salary.

Creating a personal cryptocurrency wallet for sending or receiving payment will display your adaptability and innovation around the way the tech world is changing.

Work on Your Communication Skills

If you want to be a successful IT professional, your communication skills need to stay up to scratch . People in IT tend to get a bad rep for their social habits. But the truth is that many of them end up doing a lot of person-to-person communication that requires real tact and experience.

Whether you’re working in tech support answering phone calls or collaborating with a team on a large-scale project, refining your communication skills will make you an even better IT professional.

Consider Taking a Short Course

IT covers such a broad spectrum of job profiles and career paths, you will easily be able to find a course that upskills your abilities and makes your resume look more appealing.

Jobs in IT are in demand. But that also means that finding a good one is a competitive business.

If you want to stand out amongst the crowd, consider broadening your knowledge by taking a short online course on any IT-related topic . Whatever you choose should both align with your future goals and interest you on a personal level.

AI, M-Commerce, and Cybersecurity

Artificial Intelligence (AI), Mobile e-commerce and cybersecurity are three aspects of technology that are estimated to dominate the IT industry over the next decade.

Exploring any of these avenues is highly unlikely to result in a lack of work or a low-paying job. If you are searching for a new IT direction to go in, these are all excellent choices for your career.

Don’t Stop Learning

Technology has made several massive leaps over the past few years, and its trajectory is only expected to accelerate as time passes.

We are currently witnessing some of the most exciting progressions in IT that will (and already has) changed the future of the relationship between society and technology.

As an IT professional, you will need to surrender to the fact that adapting is now a natural part of your career—you never know what’s coming next.

Keeping an open mindset and accepting that you can never stop learning is going to be the force that pushes your IT career to the next level.

By Addison Shaw

Seamless Onboarding for Remote Hires

Fri, 03 Sep 2021 09:43:46 GMT

Starting a new job can be difficult when you don’t get to meet anyone in person or have that usual office introduction! It’s important that new hires feel connected to their team and the workplace no matter where they may be based.

So, how can companies ensure new employees feel welcomed, motivated and ready in their new role?

Here are some of our best tips!

Have a clear and informative induction video library

Induction documents can be a little overwhelming. Video’s make it easier to take in information. A clear collection of induction videos that introduce the business and several departments to a new employee can be helpful for them to watch as if they were watching a webinar or lecture. They can take notes to reference later including any questions they may want to follow up with.

Have a team introduction

A team video call to introduce someone new is a must! This gives the employee a feel for the team dynamic and gives them an opportunity to get to know everyone as well as the team getting to know them. Keep the call mostly social but you can also go around in a circle (or rectangle in the case of a video call) to briefly introduce each team member and their primary role and responsibilities.

Set up one-on-one meetings between them and your team

After a group call, it’s important that a new employee has some one-on-one time with everyone on the team, especially those who the new employee will be working with most. This will allow them to feel a little more welcome and get to know people more personally.

Make sure you have a team chat set up where you share not just work things but social things too

At Peoplebank we use Microsoft Teams to instant message not only individuals but also to have group chats. These group chats are a great way to share random funny stories, anecdotes, to check-in with each other, ask each other quick work questions, and general messages to help keep people in contact. The last thing you want is a new employee feeling lonely or isolated when joining your company.

Check-in with them

An easy one for any manager is to check in with your new hire, but make sure it doesn’t come across as micro-managing. Some ways you could check-in include:

Make sure they have clear direction and know what needs actioning

A new hire who joined Chandler Macleod Group during the current Sydney 2021 lockdown said, “I found it really helpful that everyone on the team spends the time to give me a lot of context and that the emails I receive for tasks are clearly written - so I feel confident in what I need to action/execute.”

Clear direction is so important especially for someone in a new role. Direction can be conveyed in several ways:

Handover documents are helpful

If someone is stepping into a role to replace an employee who is leaving or moving into a different role, it can be extremely beneficial to have clear handover documents for set processes.

Short handover notes can also be helpful for smaller projects or tasks.

This helps with clear communication and can help a new employee feel more prepared to start a task armed with more knowledge.

Give clear IT instructions and let them know who to ask for help

IT issues can be a huge hindrance when trying to get started in a new job. It is great to make introductions to the IT team and who to reach out to specifically when they may need help resolving issues or setting up any programs.

How to get around video call fatigue

Mon, 02 Aug 2021 09:39:55 GMT

Video call fatigue is REAL. There are so many reasons that meeting via video can feel more difficult and exhausting than in-person meetings. Let’s have a look at why we feel so drained after a day full of meeting online or a week full of collaborating across departments via video…

You have to escalate your social skills which takes more energy (our brains have to work harder to interpret and demonstrate social cues)
You feel pressure to always be ‘on’
Excessive close-up eye contact with others is intense
We are not used to seeing ourselves constantly on video which can be exhausting
Your movement is limited for long periods of time

That’s a lot of extra strain on the usual workday! Now let’s get into how to get over this fatigue when you still have to work from home and meet online.

First things first… let’s get real about it.

Everyone is experiencing the above difficulties and intensities, so don’t think you have to hide your exhaustion or attitude towards yet another video meeting. Take this thought into the following recommendations.

Turn your camera off

If you will be more efficient and engage better without your camera on, then that’s perfectly fine. If you are a little hesitant about appearing with your camera off, you can say something like “Hope you don’t mind, I’ve got video call fatigue today, I will listen better without my video on!”.

Sometimes you don’t have to even mention it, just get stuck into the meeting. Most people won’t mind or will understand. At the end of the day, they are more concerned with communicating effectively, not just seeing your face.

Ask to make it a phone call

To counteract being stuck at your desk, ask if it’s okay to just call instead so you can make it a walking meeting (or even just so you can pace the room). Everyone, especially in the current climate of lockdowns and restrictions is keen to get more movement into the day. This is a great option if you don’t have to reference anything on the screen.

Say no or reschedule meetings

If you have a fully packed day with only an hour spare, don’t fill that hour with another meeting. Free time in your diary does not necessarily mean you’re ‘free’ for others. Take the time for focused work or even a break to get away from your desk. If others have access to your calendar book in the hour for yourself to prevent that time being reserved!

Ask, ‘does this need to be a meeting?’

Not everything needs to be a meeting, some alternatives can include instant chat functions, an informative email, or a quick call.

Minimise your video call view

To counteract intense eye contact it can be helpful to minimise the screen, instead of having it full screen or even the majority of your screen, shrink it down as small as possible and sit a little further back as if you were really sitting across from someone.

Make social calls optional

After a long day of meetings, people can tend to feel drained and although a social catch-up would be nice, it may cause more stress or exhaustion, especially for those who are more introverted. Instead of making such calls mandatory, make sure people are aware they can opt out without judgement or expectation.

Don’t be afraid to look away from the screen!

Is someone else talking? Are you in a train of thought?

It’s okay to look away from the screen. In person, we have the ‘luxury’ of peripheral vision, of not constantly looking at the people we are in a meeting with… we can look out a window, or look at a screen, we can write in a notebook, the list goes on. Henceforth, it’s okay to look out a window or literally anything else other than your screen while on a call. People fear this may appear as if you look distracted, but as long as you are still engaging in the call, they will know you’re listening.

Video calls can be a lot, but don’t be afraid to take a new or different approach. It’s okay to not always be ‘video ready’ or to be tired of being on video all the time! We hope this article helps. If you have any other ways to combat video call fatigue, let us know!

What Hybrid Working Means for Us

Sun, 01 Aug 2021 09:46:56 GMT

As we all know, in 2020, when the pandemic hit, it fundamentally changed the way we work. On mass, formal offices were empty and our homes were our new workplace. In the times between lockdowns and harsh restrictions, where things almost feel normal again, it’s clear that working from home is here to stay for the long term.

Peoplebank and Chandler Macleod realised the benefits of working from home, whilst also acknowledging that there were others who preferred being in the office environment. Additionally, many liked the idea of combining both ways of working together.

So, the business decided to update the Flexible Working Policy and develop their current and new Hybrid Working Policy.

How does the Hybrid Working Policy work?

The new policy guides employees and managers to make the choice together to best suit the employee’s work style as well as their team and clients.

The new policy indicates the importance of remaining connected no matter our choice of workspace, to the company purpose, our clients, and to one another.

What does Hybrid Working look like for us?

As mentioned above, it looks different for each employee.

Some prefer to go into the office every day (when we are permitted to).
Some choose certain days of the week to work in the office whilst working from home on the remaining days.
Some opt to remain working from home full time.

A core element to make Hybrid Working easy for our employees is to make sure our technology is up to scratch both in office and at home.

We are looking to create more collaborative office spaces in the future so that when employees are at work, they can connect more, hence the project name ‘The Connected Workspace’ which will focus on creating a space with the below elements:

A focus on ease of communication
Ease of mobility (especially around technology)
Sustainability
Collaboration
Flexibility
Accessibility

As a company, we are so proud of the participation from employees to help them build both a successful Hybrid Working Policy as well as an ideal Connected Workspace plan. There is plenty of excitement around new flexible work schedules that cater to individuals.

Improve your problem-solving skills

Sat, 31 Jul 2021 09:56:35 GMT

Soft skills are becoming more important than ever in the modern age. Especially as we have had to dynamically adapt to changing work environments and means of communication – staying connected and managing change requires high level use of soft skills.

One of those skills is problem-solving.

In this blog, we’ll cover how to improve your problem-solving skills to benefit your work-life at every step.

Problems or challenges can arise in many different forms and require several skills to overcome and figure out. Firstly, let’s look at the skills you can work on to improve your problem-solving, then we will delve into the process of solving a problem directly.

Some skills you will find useful when overcoming a challenge include:

Emotional Intelligence
Analysation
Teamwork
Brainstorming
Risk Management
Decision Making
Creativity
Lateral Thinking

That’s a whole lot of other soft skills that contribute to solving problems efficiently. It might be helpful to tick off the ones you think you have a good handle on and to make note to do further research on items you could improve on. In future, we may have blogs for each of these elements!

When thinking of steps to solve a problem in front of you, there is a successful five-step formula that is commonly used in the project management industry – IDEAL: Identify, Define, Examine, Act and Look. Let’s relate each step to the above skill sets.

Identify the Problem

Sometimes this part can seem obvious – you know the problem, that’s why you need to solve it!

But it can be useful to really identify what you have to overcome objectively. You will need to remove emotion and potentially even personal opinion and strip down the problem to its root. This takes emotional intelligence.

Brainstorming can be helpful here however it needs to be specific, not broad. It is easy to say what appears wrong and why things aren’t working in a general sense. Aim to get down to one paragraph of text that could explain the core root of an issue.

Define the Problem

Next, it’s much better to break down the problem. Instead of looking at the issue as a giant boulder, break it down into smaller rocks that are easier to tackle one at a time. This makes the issue less daunting. One way to try this is to use the ‘5 Why’s’ from the surface level of a problem, ask ‘why’ then continue asking why until several things arise that can be fixed. For example:

1. Why aren’t there any online sale conversions?

The website isn’t user friendly, and the prices are elusive.

2. Why isn’t the website user friendly?

The prices aren’t shown, and it doesn’t load properly on mobile devices.`

3. Why doesn’t it load properly? Why aren’t the prices shown?

UX issue that needs to be addressed. Prices requested to be hidden by the client.

4. Why has the mobile issue not been addressed? Why does the client want to hide the prices?

Not sure about that mobile issue! (I think someone can start taking action here). The clients say they want to encourage communication with customers.

5. Why hasn’t anyone consulted with the client to better serve them and notify them users need more clarity?

We need to better communicate with our clients and give them our expert advice.

Sometimes you may need more than 5 questions, or less. Sometimes, if you have great analysation skills and use lateral thinking you can breakdown the problem in a way that suits you and your team.

Examine the Problem

Here is where you discover possible solutions to the problem. As seen above, you may have gotten to one potential solution already. But here is where creativity comes into it! Brainstorming sessions with your team can be helpful to come up with multiple ways to overcome a problem, then it is possible to narrow down and decide the most elegant solutions. Instead of digging deeper and deeper to the root, this is where you start to look around and think laterally and see how far spread your ideas can go. Risk management and decision making will be helpful in this step too.

Act on the Problem

Next up is creating a step-by-step plan to tackle the issue/s at play. Overall, the previous steps are incredibly useful in creating a strong action plan, however, this step can really make all the difference in ensuring a problem is actually solved, not just analysed. It comes down to the successful execution of actions that can be taken to solve a problem.

Look back at the Problem

Of course, reflection is necessary. Look back on the process, the problem, the solutions and make sure you have learned the lessons. What not to do in future, what works, what is a waste of time, what is worth every second, what could be done better next time and so on... Fine tuning your problem-solving skills can happen every time you complete your process.

What else helps your problem-solving process?

How employers can support working parents

Wed, 30 Jun 2021 09:51:44 GMT

When you’re a parent and you work full time or part time, you essentially have two jobs. The only difference is that one is 24/7 and you don’t get paid for it. Yes, you get love and joy from your family, but parenting and working also comes with many challenges such as having to learn new ways to manage your time or how to maintain energy levels when you are constantly switched on. Not to mention having to raise, teach, discipline and navigate the ever-changing lives of your children.

Many parents often say that their children are the best things to ever happen to them, but that doesn’t mean it doesn’t come with a little extra pressure and challenge at times.

It’s important for employers to be thoughtful about the lives of their employees, and what factors in their personal lives need to be considered for them to continue performing their best at work. Working parents often develop excellent skills and can achieve anything they want in their career with the right mindset, but employers should make it priority that staff don’t have to sacrifice their family time to do so.

Here are all the tools’ employers can give to parents (and all employees really) to help people maintain a balance between family and work, as well as to remove pressure from working parents who have a lot on their plate.

An obvious one – Flexible work arrangements

Many of us are still working from home and still adjusting to the mixture of home and work life. It can be difficult to separate work and family the way we once used to. So, building the right support mechanisms for working from home is essential for employers to ensure staff avoid becoming overwhelmed. But flexible work is more than just working from home; it also includes flexible hours (such as start and end times, and flexibility during the day), options for part time work, optional meetings and more. This can relieve pressure off people to always be there to answer a call, reply to that email or be at a meeting which they could probably catch up on with a quick phone call at a later time. We all have different schedules especially with children at different ages, it almost seems crazy to try and set the same hours and timetable for everyone.

Make sure the right policies are in place

It should be all businesses priority to ensure their policies are up to date and in line with legal requirements. Not only should they meet the legal standards, but they should be carefully adjusted according to the culture and employees within the business. Paid leave policies including sick leave, carers leave, and maternity/paternity leave should be fair and equal across the board. There should be no policy that slips through the cracks. It can be helpful during this time to ask yourself the question ‘do our policies support families enough?’ as well as ‘do our policies include all kinds of families?’

Communicate with new parents on leave

Being a parent, whether it is your first or last child can be daunting and although it might become a tad easier having some prior experience, there is still the concern of ‘when will I go back to work?’. Some new mothers or fathers may feel pressured to go back within the set time of paid maternity or paternity leave and may worry that they risk losing touch if they are off work for too long. Make sure you find a way to loosely keep in touch with employees on leave. Of course, if some parents would prefer to switch off work entirely, you may just check in every two months to see how they are going with their new baby. However, some people love to keep in touch and it can be a great opportunity to strengthen relationships over something personal like family which is a huge factor in many people’s lives. It can also help parents eager to work again feel like they have not missed out on too much.

Advertise the resources you have in place

The key to this is to lead by example and remove stigma around using certain resources. Some of these resources could include; employee assistance programs, counselling, flexibility policies, healthcare benefits, fitness programs, childcare assistance etc.

Whatever they may be in your organisation, people need to know about them. Word of mouth is great advertising when it comes to EAP, flexibility and other benefits that people might hear about but not really know enough about. The more that people feel like they can talk about the things that were so helpful to them the more likely you will be able to create a culture where the EAP is not just something that looks good to have in place but something that is actually supportive and will help people cope with change, new beginnings, challenges and any mental health concerns.

It is good practice to encourage managers to utilise these resources so they can then explain the process and remove any hesitancy from their teams using the resources if they feel they need to. Additionally, of course, internal communications can help remind people what is available to them; though, to repeat ourself, it is much more encouraging to utilise something when you know it has been useful to someone else.

If you’re a parent, what else helps you feel supported in the workplace?

If you’re an employer, what else do you do to support working parents?

We always love to hear new and fresh ideas!

A basic guide into the Back-End Software Developer technology stacks

Sat, 29 May 2021 09:57:47 GMT

Software Engineering is defined as “the application of a systematic, disciplined, quantifiable approach to the development, operation, and maintenance of software; that is, the application of engineering to software” (Fenton, N., Pfleeger, S., Glass, R, 1994). It should be noted, for organisations to attract and retain talent, they must ensure the tools, programming languages, and technologies align with their work but also, organisations are invested in educating them in the latest technology trends. Productive developers could help reduce costs, increase profits, and improve product quality. Retaining talent is especially important because high turnover introduces challenges with software quality when important knowledge is lost (P. C. Rigby, Y. C. Zhu, S. M. Donadelli, and A. Mockus, 2016). In this blog, I will be discussing the basic technology stacks back end Software Engineers use to build applications.

Programming Language

A programming language is a formal language comprising of a set of instructions that produce various kinds of output. Programming languages are used in computer programming to implement algorithms. Most programming languages consist of instructions for computers. Examples include Java, .NET, Python, C#, etc.

Framework and Libraries

A web framework (WF) or web application framework (WAF) is a software framework that is designed to support the development of web applications including web services, web resources, and web APIs. Web frameworks provide a standard way to build and deploy web applications on the World Wide Web. Web frameworks aim to automate the overhead associated with common activities performed in web development. For example, many web frameworks provide libraries for database access, templating frameworks, and session management, and they often promote code reuse. Examples include Spring Boot, Django, ASP.Net Core, etc.

Testing Tools

Software testing can be defined as products that support various test activities starting from planning, requirement gathering, build creation, test execution, defect logging and test analysis. Back-end testing elements include testing the Database, API’s and Servers. These testing tools are mainly used for testing software firmness, thoroughness, and other performance parameters. The most popular tool used for API testing is SOAPUI.

Database

Open source databases are free community databases with the source code available to the general public to use and may be modified or used in their original design. Popular examples of open source databases include MySQL, PostgreSQL and MongoDB.

Integrated Development Environment (IDE)

An integrated development environment is a software application that provides comprehensive facilities to computer programmers for software development. An IDE normally consists of at least a source code editor, build automation tools and a debugger. For example, Python IDE’s can include IDLE, PyCharm, Eclipse, etc.

CI/CD

Continuous delivery (CD) is to package and deploy what CI is to build and test. Teams practicing CD can build, configure, and package software and orchestrate its deployment in such a way that it can be released to production in a software-defined manner (low cost, high automation) at any time. For example, Maven is a dependency management and build automation tool from the Apache Software Foundation. Based on the concept of a project object model (POM), Maven can manage a project’s build, reporting and documentation from a central piece of information.

Monitoring and Logging

Logging is a method of tracking and storing data to ensure application availability and to assess the impact of state transformations on performance. Monitoring is a diagnostic tool used for alerting DevOps to system-related issues by analysing metrics.

Cloud Platform

Amazon Web Services (AWS) is a secure cloud services platform, offering computer power, database storage, content delivery and other functionality to help businesses scale and grow. Running web and application servers in the cloud to host dynamic websites.

Servers

A server is a software or hardware device that accepts and responds to requests made over a network. The device that makes the request, and receives a response from the server, is called a client. On the Internet, the term "server" commonly refers to the computer system that receives requests for a web files and sends those files to the client. Application Server examples include IBM, Tomcat, Oracle WebLogic, etc.

Version control

Version control, also known as source control, is the practice of tracking and managing changes to software code. Version control systems are software tools that help software teams manage changes to source code over time. The best version control systems include GitHub, GitLab, Beanstalk, Apache Subversion, etc.

What are AWS, Azure and Google Cloud Platform?

Fri, 28 May 2021 10:01:33 GMT

W ritten by Jade De Silva, Recruitment Consultant

Traditionally, both software and hardware are available within a client's PC, the client’s information and projects are stored within his or her PC. When the term ‘the cloud’ is appended with Computing It gives multi-dimensional meaning to computing. In contrast to placing away all the information and programming, one is from a computer or server, and it is placed ‘in the cloud’. According to Paul and Ghose (2012), Cloud Computing is a mechanism or model for enabling easy, convenient, on demand network access to a shared pool of devices like server, networks, storage devices, application, services and other advanced computing devices.

In this blog, I will be discussing the top three cloud platforms being used in today’s modern era.

Amazon Web Service (AWS)

Publicly launched over 10 years ago, Amazon Web Services is the cloud Infrastructure service arm of Amazon.com. Today, it is a highly successful company, worth a remarkable $400 billion (USD). An individual or organisations (public, private, and government) can acquire AWS in the form of on-demand computing resources based on the pay-as-you-go style of billing. Amazon Web Service allows individuals and businesses to run web and application servers in the cloud to host dynamic websites and securely store all files on the cloud so anything uploaded can be accessed from anywhere. In using AWS, files are quickly and dynamically delivered around the world using a Content Delivery Network (CDN). Additionally, users would have the ability to send bulk emails to customers. AWS uses managed databases like MySQL, PostgreSQL, Oracle or SQL Server to store information. The mainline of products include AS3 (Simple Storage Service, a storage service of AWS in which individuals/businesses can store objects like files, folders, images, documents, songs, etc. and EC2 (Elastic Compute Cloud), virtual machines in the cloud on which individuals/businesses have the OS level control. Amazon markets AWS to endorsers as a method for getting expansive scale figuring limits more rapidly and economically than the structure of a physical server farm (Galloway, S., 2017). AWS has cornered the market as the most used Cloud platform whilst Microsoft Azure Cloud and Google are after AWS.

Microsoft Azure Cloud

In October 2008, Microsoft Azure was started as a project by the name “Project Red Dog”. Microsoft Azure Cloud is for the administration of a cloud computing prepared by Microsoft for planning, analysis, deploying, and managing applications by Microsoft-managed data centre (Aljamal, R., El-Mousa, A. and Jubair, F., 2018). It offers SaaS, PaaS, and IaaS and supports a wide range of program design languages, machines, and structures, together with Microsoft explicit and outcast program design and frameworks. Microsoft Azure allows application owners to use their product on a network along with a virtually unlimited resource pool through almost no upfront investment as well as by limited operating expenditures.

Google Cloud Platform (GCP)

GCP is provided by Google, and it is a set of cloud computing administrations. It works on the same platform, which is being utilised by Google itself to run its end-client services like YouTube and Google Search (Aruna Irani, A.R., Manjula, D. and Sugumaran, V., 2019). Through the platform, the client can perform various cloud administrative tasks easily, such as information stockpiling, figuring of information, examining data, and machine learning. GCP gives the foundation of a management stage and serverless registering conditions. In 2008, Google introduced App Engine, which served as a stage to create and facilitate web applications in Google-oversaw server farms. Due to its rising popularity, in 2011, Google started to introduce various cloud administrations. Google Cloud Platform is a unit of Google that combines the GCP open cloud framework, just employing G Suite, industry adaptations of Android and Chrome OS, plus application programming interfaces (APIs) aimed at Artificial intelligence (AI) and undertaking mapping administrations (Laghari, A.A., He, H., Shafiq, M. and Khan, A., 2017).

What is your preferred Cloud Computing platform?

By Jade De Silva, Recruitment Consultant

How to beat procrastination!

Tue, 27 Apr 2021 10:03:20 GMT

Procrastination is often perceived as a result of laziness. However, this isn’t necessarily true. Research indicates that procrastination can stem from the fear of failing or succeeding at a certain task. It can also be because the task in front of us seems more daunting or difficult than it really is which causes anxiety – so we put off doing it! And of course, there is the case of being a perfectionist – when we think things need to be done perfectly, we sometimes avoid doing them at all.

The worst thing about procrastinating is that even when we sit and do other things rather than our work, our anxiety increases, and we experience feelings of shame and guilt making it impossible to enjoy anything until the task we know we have to do, is done.

No matter what your reason is, here are a few ways to help you escape the guilt-ridden experience of procrastination!

Prioritise your to-do list

The to-do list can be your best anti-procrastination tool. For one thing, it has all your tasks and due dates in one place, and you can highlight in any way that suits you what are priority items and what you can do later.

Make it a rule to start tasks that have the earliest due date first. Whether they are big or small. Then after this, tackle big tasks (as once you get through them you can get through anything!). Sometimes it may seem easier to do the smaller tasks first, but that wouldn’t be ideal time management, unless they are urgent. It’s also helpful to create an estimated time in which the task or project can be completed. This way, you create an expectation in your mind to follow and guide you. It also feels amazing to tick off a task you’ve completed!

Get any challenges started before lunch

Research suggests that on average people are most productive in the morning hours, specifically 11am. We also become less productive after lunch and even less so after 4pm. So, it’s a good idea to face your challenges early as this is when you will get more done. If you know you’ll need more time, set out a plan configured of steps of what needs to happen next. This will help in making sure you continue on and have a clear path of what to do.

Don’t overwork – take adequate and frequent breaks

Some people prefer to power through their day, doing as much as they can without stopping. This often runs people down quickly. By the end of the week that person’s productivity would have likely plummeted. Going for a short walk, grabbing a snack/drink, or doing a ten-minute meditation will be enough to refresh you so you can continue your work with a clear and focused mind. (Note: This does not mean a Facebook break!)

Let go of perfectionism

With a perfectionist mindset, we can put off tasks until the ‘perfect moment’. Or we can spend lots of time on really small details, preventing us from moving forward in a project. There is no such thing as completely perfect. So, logically speaking, think of it this way; the earlier we complete a task the more time we have to refine it and improve the work. This means that if we continue to put off certain tasks or projects, we’ll often end up with a mediocre outcome, or missing deadlines which are two things very far off perfect.

Let people help you

If you’re feeling overwhelmed by the amount of work on your plate ask for help or if you can, delegate. Most workplaces consist of teams, a team is there to help each other succeed so that the business succeeds too, don’t be shy to ask your teammates for help or assistance. Having help relieves stress and makes all tasks seem achievable.

Don’t over-promise

Don’t say yes to everything just because you’d like to please everybody. Only take on what you know you can. When you have too much work on, it can be easy to procrastinate because you might not know where to start! Make sure your to-do list is manageable and that everything on it is of absolute necessity.

Self-motivate by setting goals and planning rewards

After achieving your goals, let yourself read that article you wanted to (when procrastinating), or take a nice coffee break, or catch up on personal tasks. Make sure there is something to look forward to at the end of a project. This helps to motivate completion. It’s better enjoying some time to yourself when you know you’ve finished all you needed to do. There will be no guilt or shame and definitely no anxiety because you will have worked hard (or rather, smart) for it

All the things to make working from home easier

Fri, 26 Mar 2021 10:15:06 GMT

So, most of us are used to working from home now. But from what we’ve been hearing, it can get a bit monotonous, and this means motivation can be hard to come by. We’ve put together some ideas to help increase your happiness when working from home. Some of these items may seem all too practical but believe us when we say they can make a difference!

A desk and comfortable desk chair

Maybe this one sounds like a no brainer to you, and maybe anything can be a desk if you decide it is (such as an ironing board or a dining table). To really get into work mode, it can help tremendously to have a designated work desk and a chair that you can sit in comfortably for most of the day. Not only does this help differentiate work and home but it’s always there ready for you to go. The key here is to make a comfortable space that is manageable to be in for most of the day but not too comfortable like your couch or bed where it is tempting to relax a little too much.

A great tip is to position your work desk in a space near a window to allow for natural light to come through.

A computer monitor (or second screen)

And if you don’t have room for this, a laptop stand with a separate keyboard and mouse

The best way to get into work mode is to have the right set up. This is another idea that helps with comfortability and accessibility. Create space and ease with your desktop set up. Whether that be with your laptop connected to a desktop screen, a whole desktop set up, your laptop on a stand, a keyboard closer to you with your screen at eye height, a Bluetooth mouse… whatever you may need or can manage, as long as it works for you and makes things easier.

If you aren’t in IT, you can always consult your IT team to get a better idea of what you need.

A foot rest

Comfort tip number three! To keep yourself aligned and avoid any aches and pains a footrest can make a world of difference. It can help you sit up straighter and ease any back pain you might encounter when sitting down for so long.

Noise cancelling headphones

This one can help especially if you work from home with other people, or, if you have a construction site near by or noisy neighbours. To help keep focused and in the zone, noise cancelling headphones are a must!

A coffee machine or tea making routine

Whether you are a coffee or tea person, pick your routine and invest in your drink. This helps bring joy into the start of your day and can become a nice way to settle into your workday. You won’t need to waste time heading out for a coffee or tea during the day if you find yourself with a large workload, you’ll have all you need at home. On that note, our ‘hot’ tip is to also invest in a cup or mug warmer which can help keep your drink hot. A lot of the time we can make a cup and get stuck into some work, forgetting that our drink is cooling down to the point of being pretty unenjoyable. A mug warmer can help you avoid that issue!

Scented candles, incense, or air freshener

Another aspect to bring joy and peace into your day. Pick your favourite scent and however you like to enjoy it. This can not only be calming but it often brings warmth and comfort to a space. You can even choose your ‘work’ scent and your ‘home’ scent. For example, a citrus scent such as orange, lemon or lime can help with alertness and focus. Whereas a sweeter or more floral scent, such as vanilla or lavender can be more relaxing.

An in-your-face to-do list

To help with the lack of motivation, make sure you have a clear to do list that you can update easily, this could be a chalk board or white board or even something that is permanently on one your desktop screens. Make sure you can see it at all times in your ‘office’ space to keep on top of your work.

Heating & cooling

One of the most common complaints about a professional office space is the lack of control of the aircon. Some say it get’s way too cold and others can even complain of it being too warm. The great thing about working from home (especially on your own) means that you can control the temperature! Having cooling and heating can really help create a comfortable environment where the temperature doesn’t affect your productivity.

These are just some of the things we find super impactful to our work from home experience. If you have any other ideas let us know and we will quote you on it!

How to be a stand-out candidate on LinkedIn

Thu, 25 Feb 2021 10:15:53 GMT

Since working from home and being online and digital became the new norm very quickly, many job hiring strategies now take part not only on job boards such as Seek or Indeed, but also on social media channels such as Facebook and LinkedIn.

LinkedIn – as you probably know, is a social hub where professionals connect with each other to share ideas, posts and articles. Of course, because of the professional nature of this platform, people are also hired and hiring via this website.

So, how do you stand out from everyone who is now on LinkedIn? There are so many profiles, with a recent flood in activity given the circumstances of the world forcing everyone online.

Here are our tips on how to make an impact to recruiters as a candidate.

Make sure you have a profile picture

This one may seem obvious, but many times people can try to interact without a picture, and it can cause others to think someone with no image is either fake, not established online or with the current times, or untrustworthy. Everyone online should have a face to their name to help others see who you are and feel comfortable interacting with you. For recruiters, an image helps them to see that you are professional and up to date.

Have a full profile

Is your profile only half filled out? This can come across as lazy or outdated to recruiters online. What will make you pop is a full, informative profile including the following:

A must have is a clear and concise job title (this is how people find the roles they’re looking for!)
Profile picture
An interesting and informative ‘About’ section
Any significant achievements/articles/events to showcase
Recent activity (we’ll get to this next)
Job history and current job if you have one
Any recommendations would be superb

Your skills and endorsements

When you have a full profile, you not only stand out to recruiters online, but you can also apply with just your LinkedIn profile in the Jobs section of the website.

Be interactive

As mentioned above, you need to have some ‘recent activity’. This shows people you’re there, your current and you are a participant in your industry. Like relevant posts, engage and comment on topics of interest, and share things that reflect your views and industry knowledge.

Let people know you’re open to opportunities

Lastly, on LinkedIn you can change your settings to let others know you are open to opportunities. Right under your profile picture and job title you’ll see this:

Click ‘Open to’ and you can create some settings around what job you are looking for. Not everyone can see this if you don’t want them too, you can make it so only recruiters can see. Otherwise you can let all your connections know you are looking for a new job which can encourage others to connect you with people who could help.

The power of LinkedIn for job hunting is phenomenal. According to a new blog post by LinkedIn CEO, Ryan Roslansky, 3 people are hired every second through LinkedIn’s community. So, make sure your profile is up to date and that you are on there, being your best self!

The future of work in the era of COVID-19

Wed, 24 Feb 2021 10:08:09 GMT

On January 2020, we all made plans to create our new years resolution which we would (hopefully) stick by for the whole year. New decade, new us, right? It was an opportunity for us to build the behavioral habits and create accountability structures needed for success, rather than making bold declarations about major life changes or attempting to work our way towards “success.” Those who aspired to excel in their careers unfortunately faced and tackled a major setback to achieving where they wanted to be positioned by the end of the year. The setback, COVID-19. The outbreak of COVID‐19 is having a drastic impact on work and employment. This blog will be discussing the significance of how work and employment has been affected in the era of COVID‐19

Flexible work schedules

Throughout this pandemic, the majority of both the public and private sector workforce have been forced to work from home. This is a new experience for many and this new way of working has presented many challenges, both good and bad. Working from home has a reputation of being depicted as ‘technologically feasible, flexible and autonomous, desirable and perhaps even inevitable, family‐ and community‐friendly, and more’ (Bryant, 2000). However, many workers found the technological pressures experienced at work that can lead to the ‘eradication of leisure’ (Boggis, 2001) for those in physical workplaces has been amplified for those working from home in the current context due to increased pressures of presenteeism, combined with social distancing and the inability to freely leave one’s home. Indeed, due to the COVID‐19 situation, the increasingly surreal nature of work has been set free from the constraints of structure and order, and work pressures have grown. For many, this work intensification has become the new normal and has left many workers feeling like they have to be ‘online’ and ‘available’ all the time, as ‘the traditional exercise of management control… is based on the presence and the visibility of employees’ (Taskin and Edwards, 2007).

Working from home will have a significant impact on businesses, and we will probably see companies moving to more flexible workplace models. The current pandemic is serving as a large-scale remote working experiment, demonstrating what works and what does not. This trend towards more flexible workplace models, accelerated by the coronavirus crisis, has a positive effect on society as a whole, giving people more flexibility in terms of location and time management, while also lowering the burden on road and rail infrastructure.

Corporate Travel

Travel bans have been enforced in many countries during the pandemic to control the virus and stop it spreading. But even as governments tentatively ease restrictions, companies are making more permanent changes to business trips. Video conferencing such as Zoom, and Microsoft Teams have been seen to eliminate some need for face-to-face meetings. As the workforce transitions into meeting virtually, there could be fewer incentives to put employees on a plane for trips lasting just a couple of days. This cost saving exercise is attractive to many businesses. Cutting business travel is an easy way to minimize cost during this pandemic which may result in permanent reducing business travels. However, there could also be some adverse effect on morale as some employees view corporate travel as a perk. The value of a face-to-face meetings cannot be easily replaced, especially when it comes to building relationships or collaborating.

Mental Health

COVID-19 pandemic has deeply altered social and working environments in several ways. Social distancing, lockdowns, isolation periods at home, previously a 5km “ring of steel” boundary and anxiety of getting sick, along with the suspension of productive activity, loss of income, and fear of the future. All these factors affected the mental health of citizens and workers. As the workplace becomes more aware of how the pandemic has affected employees mental state, ultimately affecting productivity, many organisations are emphasizing and offering services to help those who need assistance. To fill the gaps in face-to-face care, telehealth was rapidly adopted, with remote video or phone conferencing, online blended or coached therapies, and self-help therapies provided through apps. There is already some evidence of short-term success and remote service delivery could also have longer-term advantages.

Measuring employee’s productivity from home via Data based metrics

The COVID-19 pandemic has forced both public and private workforce employees to start working from home, in attempt to stop the spreading of the virus. As everyone shifted to working remotely, many managers are now leading remote teams for the first time. According to Anderson, Kaplan and Vega (2015), flexible work arrangements and working from home has shown to deliver positive benefits for employees’ health. This shift has been involuntary and may continue over a lengthy period, which may cause employees to experience increased work hours, as well as increased work-life conflict. Managers will be encouraging healthy work practices such as working within regular hours and taking regular work-breaks, helping employees to switch off from work (Adamovic, 2018; Chen & Fulmer, 2018). Employees will be working different hours in different places and moving forwards, the most efficient way to evaluate performance at work is now based on output, not who is in the office earliest and who is the last to leave. Good mental and physical health equals high level output.

It’s evident that Australia’s early physical distancing measures, stable political system and geographic isolation has contributed to containing the spread of the Coronavirus. Recognizing the virus will be around for the long haul, this “new normal” has had benefits during the Fourth Industrial Revolution where businesses are embracing a new and fast-improved set of digital and analytic tools that can reduce the costs of operations while fostering flexibility. However, the pandemic still poses future challenges for a broad range of workplaces, businesses and institutions moving forward.

By Jade De Silva

Staffing Challenges Through COVID-19

Wed, 23 Dec 2020 10:24:34 GMT

As part of Chandler Macleod Group, Peoplebank has joined in a global partnership with our international sister company Staffmark Group and our owners RGF Staffing to create and release a research paper which deep dives into our clients staffing challenges through COVID-19, including what has required change and what remains the same.

Firstly, we take a brief look at the economic situation due to the COVID-19 impact. The report then discusses quality insights around the main challenges that businesses faced (or are still facing) and what concerns could be addressed by staffing companies like ourselves. Throughout the pandemic we have been able to adapt our services to support the needs of the businesses we work with, as you will see mentioned in this paper.

“Part of the fluctuation in staffing and recruitment is because the pandemic has affected job roles differently. In the short term, employers expect to see transportation and information technology roles have the highest net increase, while sales, management, and accounting roles are expected to see the highest net decline.”

The main topics you will learn about include:

The need to create an agile hiring process
What employers’ value most about staffing services
Contactless recruitment
The focus on quality and speed of hiring being very important to businesses

Whilst the strength of many industries has been tested during this pandemic, the way in which we hire has transformed and grown, leading to a prosperous future for the staffing market and the organisations we work with.

The adaptions that have been implemented, through technology and reinvigoration of services, have been a silver lining for the staffing market during stressful times of COVID-19. Our staffing businesses hope to keep up with the transitions that have been made and continue to innovate and find flexible solutions that will be effective during both excellent and challenging economic conditions.

To read the full report and understand our findings, you can download it here .

New interview questions to prepare for (on remote working)

Fri, 06 Nov 2020 10:27:56 GMT

With the rise of remote work, most companies will be adding in some extra questions for workers who are likely to have some kind of flexible work arrangement. Here are the new questions to prepare for before any interview where you know that working from home is a likelihood:

How do you remain motivated?
When lacking motivation, what do you do to help get you back into work-mode?
If you have worked from home before, how to you remain productive without a physical team leader presence?
How do you usually schedule your week?
How do you usually schedule your days?
How would you deal with a problem when the rest of your team is offline?
What are your preferred methods of communication when working from home?
How do you ensure meetings are run smoothly when working from home?
How do you make sure you are engaging with colleagues or employees when working remotely?
What is your method when it comes to prioritising tasks?
Are you a self-starter/ autonomous worker?
How will you go not being face-to-face with colleagues frequently?
How do you go with balancing work and life when working remotely?
What is the biggest strength about working from home?
What is something you struggle with when working remotely?
How would you manage a project from afar which involves many people and a lot of planning?
How would you handle a delay in a significant project?
How would you deal with employees or colleagues who are in conflict?

How do you diffuse conflict?
How do you ensure clear and effective communication?
What systems or applications do you use to keep organised?
How do you effectively collaborate in a remote working environment?
What do you need to find success in a remote work setting?

Have you been asked any other questions around remote working? Let us know and we will add it to the list!

Ideas for Safely Catching up with your Work Colleagues

Thu, 05 Nov 2020 10:36:56 GMT

With 2020 being the year of the global pandemic, many of us are learning how to effectively work from home, while balancing work and life challenges. A major aspect of that is figuring out how to compartmentalise your break and work time, as sometimes they seem to overlap. So, the question is, how do I interact with my colleagues in a non-work capacity? Here are some ideas that may help you safely catch up with your colleagues.

Organise Coffee Breaks via Video Chat

Work is stressful enough, and working from home brings its own challenges on top of that. Working in a place that is supposed to be your sanctuary can impact your mental health and stress you out more. We recommend grabbing a coffee, some snacks and contacting some of your work colleagues to have a coffee break via video chat. This break will give you time to re-energize and come back to work more focused and productive.

Socially Distanced and Video Workout

Another way to safely catch up with your colleagues is to organise either a socially distant activity outside or to indulge in an online workout class together. If you can go outside, we recommend doing socially distanced activities such as biking, going for a walk or a run. Being outside, rather than in a crowded environment inside, decreases the chances of you getting COVID-19. Another solution for you to catch up with your colleagues is to organise an online fitness class and cheer each other on from inside your homes.

Socially Distanced Picnics

We understand that seeing people online rather than in person just does not hit the spot as it should. So why not pack some food, a picnic blanket and basket and meet up with your colleagues at your favourite park? This is a great way to catch up with your co-workers, in a non-work capacity. Just remember to bring your food, utensils and masks!

Virtual Cocktail Hour with Teammates

Many of us are missing the routine of going out on a Friday night with work colleagues and having drinks to celebrate the end of the week. Unfortunately, now we are more likely to drink at home alone. Why not set up a virtual cocktail night with your teammates? You can catch up with the team and bonus points you do not have to get out of your sweatpants!

To read more about safely catching up with colleagues, check out:

https://www.health.qld.gov.au/darlingdowns/healthier-together/healthiertogether-blog/five-ways-you-can-have-fun-with-family-and-friends-while-social-distancing

https://www.abc.net.au/news/health/2020-06-21/how-to-socialise-safely-during-coronavirus-pandemic/12372818?nw=0

Mastering job interview body language, in person and online Body language can often speak louder than your words and can make a lasting impact when it comes to first impressions and job interviews. Wh

Sun, 04 Oct 2020 10:39:32 GMT

Body language can often speak louder than your words and can make a lasting impact when it comes to first impressions and job interviews. Whilst the way in which job interviews are conducted is changing and evolving from in person to online and a mixture of both, it’s important we know the right etiquette to make a positive impression! Here are our top tips.

Facial language

Smile when you meet
Smile during your conversation and during relevant moments
Nod when you are listening
Do not try and wink or pull a face during an interview
Avoid frowning
Make a regular amount of eye contact (looking at their screen if on a video call)
Don’t look down when talking
When on a video call, avoid looking at yourself too much, look at the interviewers
Be engaged with the meeting, don’t peer off into the distance and if on a video call, don’t look as if you are reading or doing something else

Body language

Don’t fidget, including tapping your hand or leg. (Even if it is a video interview and fidgeting parts of your body are not on camera, the nervousness shows).
On a video call, it’s perfectly nice to wave hello.
Sit up straight and avoid moving your position drastically during the interview
Don’t hunch over
Avoid crossing your arms as this may make others feel you are closed off or dishonest
Wear appropriate clothing
Avoid leaning in too close if you are on a video call (and in person!)

For more advice on how to conduct yourself in ANY interview situation, you can see this blog by our friends at Chandler Macleod.

Five Emerging Tech Trends

Sat, 03 Oct 2020 10:46:54 GMT

“Imagination is more important than knowledge. For knowledge is limited, whereas imagination embraces the entire world, stimulating progress, giving birth to evolution.” Over the past decade, there has been significant advances in Information and Communications Technology, to the point where society is posing the big question on everyone’s mind: What exactly will the future look like? Human X is the new terminology used in the world of IT and is a belief that the next wave of technology innovation will involve humans to work smarter, better and more effortlessly through technology.

In this blog, I’ll be discussing 5 Emerging Technologies in the 21st century.

Cloud Computing

So, what is Cloud Computing? One of the challenges is defining the ‘Cloud Computing’ because like other buzzwords within the technology industry, there are various definitions to each individual or business. Cloud services host all vital IT infrastructure rather than within an organizations digital walls, resulting in reduced overhead costs to maintain and operate individual systems, software and data. Providers such as Amazon, Google, Salesforce, IBM and Microsoft have begun to establish new data centers for hosting Cloud computing applications in various locations around the world. Cloud Computing addresses the needs of businesses and to improve quantity as well as quality of data that can be collected and analyzed from multiple sources and devices.

Artificial Intelligence and Machine Learning

Companies have been focusing on developing new artificial intelligence information communication technology (ICT) and robot technology (RT). In recent years, basic research on AI is centered on robots and pattern recognition. Artificial Intelligence and Machine Learning has grown across the world, in countries such as Europe, the United States, China and India. Artificial Intelligence is developing rapidly, from SIRI on the iPhone and AlphaGo, an AI agent that is specialized to play Go, a strategy board game, against human competitors. Amazon use AI for autonomous robots in delivery systems whilst Facebook developed facial recognition technology based on AI called ‘DeepFace.’.

Machine learning is where computers ‘teach’ themselves from datasets to perform required tasks. The algorithms automate decision-making that is too complex for humans and take commonplace tasks and do them at the ‘next level’ of sophistication, creating even more meaningful products and services. It will affect all industries, from health, retail, communications and everything in between.

Big Data

Big Data is a relatively new term alongside and with the technological developments in big data infrastructure, analytics and services allow organizations to transform themselves into data-driven organizations. It’s predicted Big Data will change the way businesses operate across various industries. It’s a new technology paradigm for data that is generated at high velocity, volume and variety. Currently, organizations are building capabilities to leverage big data in order to stay competitive. In order to meet increasing storage and processing needs of big data, platforms are emerging, including NoSQL databases and Hadoop as an open source framework.

The Internet of Thing (IoT)

A growing topic of discussion within the IT world, it’s a concept that not only affects the way we live but also how employees will work. It’s a novel paradigm that has lots of complexities but to simply put it, the Internet of Things (IoT) refers to an increasing number of everyday devices such as mobile phones, headphones, wearable devices and objects that are connected to the internet and gather and transmit data. The IoT is a vast network of “connected things” such as people to people, people to things and things to things. The various smart objects tied to the IoT is responsible for the explosion of data and the ability of machines to connect and share information between each other is the integral part of IoT has made its debut in various ways such as a kitchen touchscreen that responds to voice commands via Google Assistant. Connected devices and services encompass ecosystems of sensors, devices and other product that’ll work together to solve business problems.

The 5G Network

Telco companies such as Telstra and Optus announced the fifth-generation wireless network to commence in 2020. A new cellular standard that will reduce network congestion and speed up data on smart devices. It is essentially the last step to create a flawless network, which allows complete digital connectivity from the tip of the carrier network to the customer. With other network innovations, the 5G Network will give businesses faster and more stable wireless networking, as well as the ability to connect on more devices, enabling a richer, more varied streams of data. Real-time data is constantly sent back and forth between us, the apps and devices we use and the cloud services which power them. The 5G Network will allow individuals to connect on far more devices within a geographical area at greater speeds.

Written by Jade De Silva, Recruitment Consultant at Peoplebank

How to be there for your teammates

Wed, 02 Sep 2020 10:53:42 GMT

More than ever, checking in with your friends and family is so important to make sure they are coping okay with the current circumstances. The same should apply when it comes to your colleagues. We all have our own challenges and stresses that won’t always have anything to do with work. And sometimes they will! Either way, it’s important we are there for our teammates to let them know they can reach out to us if they need to. So, how does one create an environment that fosters openly caring for each other and reaching out? Especially whilst we are all working from home? Here are some of our tips.

Normalise talking about mental health

If you know a thing or two from firsthand experience or other means about mental health, be sure to normalise it in conversation if it ever comes up. Never talk about mental illness as if it is taboo, by, for example, whispering about it or raising your eyebrows when bringing up ‘anxiety’ or ‘depression’. When talking online, it doesn’t hurt to consciously check in on people’s mental health. You could send a “Hey, how’s everyone’s mental health this week? It’s been a busy one!” Although not everyone feels comfortable talking about their own mental issues in a group setting, they will know you are open to talk about these things in general and this could make you more approachable and trustworthy in future for people who may need to talk.

Set time to talk to people about non-work related topics

This can be done with team and with individuals separately. It can be helpful to catch up with people either via phone call or video call and just have a general chat about the weekend, any TV shows your watching, any new skills you’re learning or other topics that you know are relevant. This not only creates a more personal connection but it can also help you gauge people’s moods. If they seem low or not their usual self, you can organise a second check-in, if not addressing their feelings in that instance already (if it is one-on-one).

Keep in casual contact via a chat function so that informal conversation is common

When ONLY communicating via a formal email format, things can seem a little professional and serious. By using a chat function whether it is Microsoft Teams or WhatsApp or something else, you can keep open fluid conversation that is much more casual. You can use this function to ask a ‘quick question’ or share a funny ‘at home’ story or just engage in general chit-chat and show you are available and easy to talk to.

Check-in if you notice that someone isn’t their usual self

As mentioned earlier, usually you may notice if someone isn’t their usual self. They may be quieter, may be taking sick days, may be falling behind with their work or seemingly more stressed and agitated than usual. Whatever it is, make sure to set aside time to approach them privately and ask them how they are and learn what may be going on for them. It can mean a lot for any person to take interest and show they care when someone is going through a tough time.

Find the method of conversation that works for individual teammates

‘Being there’ for people is not a one size fits all situation. Different people will prefer different means of communication. For example, Tamara on your team may love talking on the phone and the conversation could flow that way easily, however, Andy might hate talking on the phone and prefer instant messaging. Some team members might love a group conversation, whilst others will prefer to have a private conversation. Some people may need to know you’re there, but won’t open up straight away, and might come to you at a later time. You will learn how your teammates prefer to communicate the longer that you work with them, or, if you ask them!

Be kind and inclusive

Ultimately, it’s very important to create a kind and inclusive environment. If you are known for gossiping about every person in the office, people might not feel comfortable talking to you if they are going through something. Try to be a neutral, non-judgemental person when you talk with others, and to be generally positive as much as you can. No one is positive all the time and work stresses have all caused us to huff and puff a little here and there, but if you are mostly kind, people will definitely recognise that and feel at ease around you and possibly comfortable enough to talk with you.

How do you check in and be there for your team?

6 resume adjustments that could make you stand out

Tue, 01 Sep 2020 11:00:30 GMT

By making just small adjustments to your resume, you could help yourself stand out in a crowd. We have put together this list of tweaks and tips that you can easily do to help push your resume to the next level.

Don’t cram your information – its okay to take up more pages if necessary

Many people are scared that if their resume is too long it won’t get noticed. However, it’s more about how much text is on the page because this affects readability. If a resume is cluttered it can be overwhelming to look at and many of the important details can go overlooked because they are lost in a sea of letters. Make sure to use white space and separate things clearly. Hiring managers and recruiters should be able to look at your resume and see distinctly, your name, your details, where your summary is, where your skills are, where your experience is, etc. Don’t squash it in or be afraid to add an extra page. If someone skims your first page and thinks, ‘hmm, okay, this person has a lot of what we’re looking for’ they will go on to look at the rest.

Edit per job ad

It’s important to add key-words and specific things that apply to you that were mentioned in the job ad. Most people reading the resume will be highly familiar with these words and phrases. In fact, they will be actively looking for these details when going through applications. Make sure to have an easily editable version of your resume that you tailor to each job ad; it will only take an extra five minutes and could make a huge difference.

Quantify and be specific about accomplishments

There are two steps to this pointer. Firstly, you need to talk about your accomplishments, not just your responsibilities. Don’t say things like, ‘ran campaigns,’ or ‘successful project management throughout my time at [X Company]’. You have to get a bit more specific than that. What did you achieve whilst project managing? How did your campaigns run? Secondly, add numbers and or quantifiable details to your accomplishments. For example: ‘My most recent project was run efficiently and completed 2 weeks earlier than projected. I kept the project within budget and was able to produce 10% ROI and an NPS of 50 from the client’.

Avoid long winded sentences

When reading through your resume do you ever find yourself pausing or having to pause where you don’t have any grammatical cues to pause? This is a sign your sentences may be too long. People skim resumes at first so make sure you use short, punchy sentences. Being succinct in your resume will be more eye-catching and easier to digest for readers.

Highlight key areas that are important for the job or industry at the beginning of the page

The first page matters the most! This is where hiring managers and recruiters decide if they want to keep reading on. Make sure you highlight the important areas clearly here. For example, do you have experience in the industry you are applying for? Write that nice and high on the page, either in your summary or in your skills and knowledge section. Do you have an award in your field? Make sure that’s on this page. Avoid phrases like: “Although I don’t have direct experience in [X industry] yet, I know my [X skills] will be applicable.” Transferrable skills are important to mention but avoid phrasing them in a way that says you ‘don’t’ have experience. Instead you could say something like: “My experience as an [X job title] gave me excellent team management and time management skills that would benefit [X role] greatly”. Ideally, this sentence would include keywords from the job ad.

Remove irrelevant experience

Lastly, make sure to remove anything that isn’t relevant to the role or industry you are applying for. That first retail job you had, remove it. That entry level job from 10 years ago, you don’t need it. Only include things that show you are right for the job you’re applying for.

How to exude confidence in your job interview

Mon, 31 Aug 2020 11:13:01 GMT

If you’re not someone who likes to talk about themselves (or someone with imposter-syndrome), interviews can be a tricky balance. You know you have to talk yourself up, but you may not want to sound cocky or over-confident.

You can easily make yourself sound amazing with confidence without coming across as someone who likes to toot your own horn. Here are our tips to keep in mind.

Firstly, remember the context of an interview, they’re expecting you to be confident

In fact, if you don’t appear confident, that can play against you! Just make sure you aren’t over-thinking or afraid of your interviewers judging you based on how you talk about yourself. They want to hear valuable information coming from you that can help them envision you in the role. They want to hear that you are capable, driven and passionate.

Practice and get used to talking about yourself

If you really struggle speaking about yourself with confidence, we recommend practicing interviews before hand either in the mirror on your own or with a friend or family member. Doing this with a friend or family member can sometimes feel silly, which is even better practice to help you deal with an awkward interaction (if that’s how you feel about talking yourself up).

You can even practice your answers by talking to yourself whilst cleaning or getting ready. Whenever you have some spare time on your own – get to know yourself!

Use examples, metrics and anecdotes to back you up

The easiest way to avoid sounding over-confident is to back up your claims with facts. Think about what common questions could be surrounding your role and experience (where you might have to explain how good you are). Then, think about 5 – 10 (depending on your experience level) examples that you can speak on specifically to do with these questions. They can be number based, or simply just great anecdotes or perhaps, feedback. Interviewers know you can do things for them that you have already achieved elsewhere. They will be happy to hear any positive experiences and outcomes you’ve personally taken part in.

Project confidence with your tone of voice and body language

This is more important than you may think. Negative body language and tone of voice can instantly decrease your likability no matter what the words are coming from your mouth. We recommend the following:

Smile
Maintain a good level of eye-contact
Don’t cross your arms
Have a nice, straight posture
Avoid fidgeting
If in a video interview, avoid looking at yourself too much
Speak confidently, don’t mumble
Avoid too many ‘um’ and ‘ah’s’, if you need time to think about the question, ask them to repeat it or say ‘that’s a good question’ whilst thinking about your answer
Nod when they are talking to show you are listening

And perhaps, an unconventional interview tip; it can help to practice ‘self-love’

Isn’t self-love some woo-woo thing that has nothing to do with work? Not exactly. The way you perceive and treat yourself has an effect on your entire life, including work, your career and especially your job hunt. Without self-love you may find yourself completely defeated after any interviews that are unsuccessful because you are associating your worth to your job/interview performance, when that is not where your worth comes from.

Some self-love tips we can offer that will directly and positively impact your confidence for a job interview include:

Writing down your accomplishments and achievements in life, school and work. This will help you remember and reflect on the wonderful things you are capable of.
Writing a gratitude list because this boosts your attitude.
Get introspective and become aware of your inner critic. Make sure your authentic self is in control not your inner critic, otherwise you may be overcome by self-doubt.
For some people, affirmations work! You can stick post-it note affirmations around your living area so they are in sight every day and you get used to the idea that you’re amazing.
Keep in mind the idea that we must treat ourselves, the way we want our most loved ones to be treated. Don’t you think the world of them? Why not yourself too?
Exercise, meditate, sleep enough, and eat well. In other words, make sure you are taking care of yourself.

By practicing self-love in the best way that suits you, you will not be defeated by a bad interview or by the fear of judgment. You will feel more confident going into any interview knowing you will find your right fit even if it isn’t on your first try.

How to run a successful brainstorm

Sun, 30 Aug 2020 11:14:34 GMT

Brainstorm meetings are useful for solving problems, coming up with new ideas, and decision making. The goal of a brainstorm meeting will be individual to your circumstance, but overall, you’ll want a conclusion, and some actionable items to work on. Or, at the least, several new ideas to further discuss. This is what makes an effective brainstorm meeting.

Whilst many outspoken individuals sometimes take over these meetings, it doesn’t have to work this way. Every individual on your team is sure to have a new or different perspective that could prove to be constructive.

Here are some of our tips on how to run a great brainstorm (in person or virtually).

Don’t invite too many people to the meeting but a smaller, diverse group

Often, if there are too many people, this is when the more confident and bigger personalities will dominate the conversation. On top of that, it’s likely there will be people talking over each other leading to an ineffective sharing of multiple ideas and shutdown of those ideas which commonly becomes hard to keep track of, especially on a video meeting.

A smaller, diverse group allows for individual communication, fresh and different perspectives, as well as less chaos and more structure.

If you are organising a team brainstorm, make sure you create a structure for your meeting.

Communicate goals and context before the meeting

To give people time to think and deliberate, provide the context and the goal of the project to those involved with ample time before the meeting. It is rare for people to think of great ideas on the spot or with too much pressure on them.

Ask invitees to come prepared with ideas

Following on from this, ask them to come with ideas prepared already. This not only ensures people don’t have to think in flash, but it also means you will get to hear from everyone and no one’s point of view is hidden or squashed.

Give the meeting some structure by asking each individual to talk OR alternative means to ensure each person shares their thoughts

Different facilitators and teams will require different ways of sharing ideas. This may be going around in to each person and hearing from everybody whilst someone puts these ideas on a whiteboard (or word document/virtual whiteboard if brainstorming remotely). Or, it could be giving everyone a moment to write down their thoughts on a sticky note and then placing these together on a wall to discuss (or sending in a note to the facilitator to add to the online document that everyone can see). The ideas can be categorised and new ideas can be written down below the original note that it stemmed from.

It’s important to write down and create a pathway of the brainstorm, this ensures there’s no going too far off track and it also helps to

visualise a plan or the best course of action. It’s great for people to refer back to as well.

As mentioned, this can all be done in a virtual session easily by sharing an online document via Google Docs or Teams for example.

Foster a ‘no idea is a bad idea’ attitude – BUT – don’t spend too much time talking over an idea that you probably won’t go with

This is a tricky balance, but you want everyone to feel comfortable sharing ideas, even if it’s not the brightest one they’ve ever had. To make sure you’re not shutting people down entirely, give a fair reason why an idea might not work in this case and move on to the next idea. Make sure to ask that person what they think about other things (especially if they seem a little deflated after their idea was shut down).

Allow for anonymous idea submissions after the meeting

Despite a structured meeting where everyone shares their thoughts, keep the conversation open for a day or two after the meeting before settling on something completely (if there were still some question marks). This gives people time to think of more ideas or share things they might have been hesitant to share otherwise. You can then re-group if anything jumps out to you and add this to the brainstorm pathway.

You may come out with a wonderful plan and decision after your next brainstorm... or you may not (even if you do all the right things). Don’t put too much pressure on one meeting to come up with the result you desire. If you think another brainstorm at a different time will produce more ideas, then go ahead and plan it! Creativity of thought is not often a structured experience and sometimes people will simply have better ideas at a different time, in a new week, on a fresh day...

All the best with your next brainstorm!

Peoplebank non-IT will become Chandler Macleod

Wed, 29 Jul 2020 11:18:20 GMT

As many of you may know, in January 2019, Peoplebank merged with the Chandler Macleod Group.

Both Peoplebank and Chandler Macleod were acquired by Recruit Holdings Co. Ltd. 5 years ago. The Tokyo listed Japanese staffing giant now operates as three strategic business units, including Recruit Global Staffing which controls all staffing businesses worldwide.

Chandler Macleod is Australia’s leading multi-disciplinary recruitment services provider, so the transition for Peoplebank non-IT to move under the Chandler Macleod umbrella simply makes sense!

This strategic move allows both Chandler Macleod and Peoplebank to play to their strengths. Whilst all Peoplebank non-IT roles will be directed to Chandler Macleod; Chandler Macleod IT roles will transition over to Peoplebank.

By complementing rather than competing, this delivery model ensures a more focused and enhanced level of service to our clients.

What does this mean for clients and candidates?

Clients

For our client’s who require non-IT roles to be sourced, Chandler Macleod will be leveraged to help find the highest quality candidates.

Candidates

Candidates should now look to chandlermacleod.com.au to find their next role and sign up for job alerts to stay in the know

Importantly, you will have our full support…

Peoplebank and Chandler Macleod operate as one Group of businesses. This means we share one set of corporate functions and importantly have the support of a merged, world class shared services team underlying the recruitment operations which will be able to help both clients and contractors with their queries going forward in the most cohesive and efficient way.

How to build amazing team spirit

Tue, 28 Jul 2020 11:18:53 GMT

Having a happy team accounts for improved productivity, less turnover and an environment that allows people to help one another and work towards a collective goal. So, how does one build amazing team spirit? There are many factors that go into fantastic team spirit, including how people like to be managed, who their leaders are, how they communicate and what the organisational culture is like. .

Here are some things that you can start doing today to ensure your team work with a positive spirit!

Hire the right people

Much advice says to hire people who will fit the culture of your organisation... which is important in certain instances such as having self-motivated staff members or several team players. However, more importantly it is vital to hire people who will compliment those in your team and organisation. They don’t need to be ‘the same’ in work style or attitude. Often, diversity, of any kind, will invite alternative ideas and ways of working. When new and varying ideas are introduced, more collaboration can take place and more people will feel confident to share their value. Additionally, a great team is one where each individual has a similar skill set over all but different specialities or particular skills and experience. Where one may lack in a certain area, another will be able to assist or teach.

Communicate clear goals

Clear communication is a hugely important factor in team satisfaction and motivation. Each quarter, as goals change, develop or arise, it’s helpful for leaders to share the goals and the game plan with their team with regular catch ups. When everyone is on the same page it is easier for everyone to be organised and motivated. It’s also vital to check in with your individual team members to see how they are going with their own work goals and if you can assist in any way. All employees want to feel cared about and valued.

Catch up often

Whilst in-person catch up’s are slowly becoming okay, virtual catch-ups are equally as important! Team spirit is built in the many opportunities that your team has to communicate with one another. It shouldn’t be all about work, it’s nice for your team to be able to socialise and talk about weekend activities too. Whilst you should catch up weekly to keep each other in the loop of activities and work-load make sure you keep in touch via chat functions or a call here and there just to check in and see how your team is doing.

Celebrate success and reward teamwork

A no brainer to supporting your team and making them understand the value of team work is to reward positive team behaviour! You can celebrate a project well done with a team lunch, or a meaningful and thankful email. You can even celebrate a team member’s birthday or important life event with each other. Some ideas include drinks over a video call or a picnic in the park!

It’s important that you can make your team feel part of the bigger picture and ensure they know their job not only serves them but other people around them too. Team spirit is about helping people enjoy their work environment and the people they work with. We will update this blog soon with more ways to inspire team spirit; you can see the updates via our social channels on LinkedIn and Facebook!

How to run the best remote meetings

Sat, 27 Jun 2020 11:27:15 GMT

Whether it’s a normal or remote meeting, sometimes meetings just get away from us and run into uncharted territory! Remote meetings especially can be difficult when you can’t read the room or experience people’s energy and body language.

So, to make sure you have effective, easy-going remote meetings, we have put together the following tips.

Make it a video call

Seeing people’s faces can really help a meeting feel personable and it will also encourage people to focus on the current meeting without being distracted by other work. Not only will you be able to see partial body language which can guide discussion but you will also be able to feel connected on a human level.

Open with general chit-chat

Start off the meeting with seeing if anything is new or what people have been up to in their breaks. It’s important not to rush into work so that you can just get comfortable talking with each other online.

Set an agenda or organise a project list

Whoever is leading the meeting would be the best person to create an agenda. They can then sense when there is a break in conversation and suggest kicking off the meeting by diving into what’s on the agenda. Alternatively, if this is a team meeting, you may have project or task updates you need to discuss, in this case, you can start by sharing the project list and going through it together. Sometimes when talking about projects, it can lead into a tangent about other things – this is okay as long as something useful is coming out of the conversation. When you realise this happening, make a note of what was previously being discussed so you can follow on from where you left off.

Speak in order

When discussing projects, assign one person to share information about their individual tasks and then move on to the next person down the list. Alternatively, the person running the meeting can nominate who they’d like to hear from next. It can be good to periodically ask, ‘Hey Amy, what do you think about this?’ or ‘Hey Cameron, is there anything to add from your perspective?’. This way you can give people an opportunity to speak if they might otherwise feel too timid to respond.

Make sure everyone is on the same page

At the end of the meeting, make sure to check that everyone has the same understanding. If there are any actionable items, list them and make sure the right people know what they need to do. It’s important for meetings to have ‘conclusions’. A bad meeting is one where the participants walk away thinking, ‘wow I just wasted an hour of my life’. Instead, we want them to have a sense of clarity, feel connected and perhaps add something to their to-do list.

How to create boundaries when working from home

Fri, 26 Jun 2020 11:29:14 GMT

We all have our quirks when working from home. Do you work outside your usual hours? Get distracted? Procrastinate? Lose focus? Work on days off? It’s hard when all your work and all your personal life are meshed together so closely. But we can help you with creating some boundaries to make sure your work life and your home life still feel a little separate. ..

Talk to the people in your home regularly about your schedule

It can be a huge help to get organised each week and inform the people in your household of when you may not be available. Firstly, this will help you schedule out your week and have set plans in place. Secondly, you will avoid home distractions at important times. We would suggest, not only blocking out time for meetings but also time where you need to be focused on a specific task. Of course, sometimes family will overstep the boundaries especially if you have young children who just want to hang out. But if the communication is open, and regular, families will get used to giving each other the space and time you need for work.

Have a designated work area

If possible, designate one room in your house for work. If you don’t have a spare room available, designate one spot in your home to work. When you sit in this area, it is work time... not do the washing time or take the dog for a walk time. After getting up and getting ready, sit in your work spot and start the day as if you walked into the office and sat at your usual desk.

Move away from your desk to eat and have a break

On that note, when it’s time to take a break, move away from the work area. Take breather, you can even go for a walk. It’s important to separate the two spaces physically so that you feel like they can be organised separately in your mind.

Set a start and finish time and stick to it

Set a time to get comfortable in your work space. This can be later or earlier in the morning than you would in a usual office - whatever suits your schedule. Work a usual work day with a good break in between or several shorter breaks if you prefer that. Then, when it’s time to stop working, stop working! If an email comes through at say, 5:30 just as you are logging off, know that that email can be dealt with in the morning when you start a new day. Try to switch off work from your end of day time by having a herbal tea, exercising, doing some house work, preparing dinner or moving to the lounge room and deciding what to watch for the night... I guess, most importantly, move away from your work space! Don’t continue browsing on your computer, even if it isn’t for work purposes as you may get distracted by incoming emails.

Set your own ‘business standards’

It’s very helpful to set your own rules for what works for you whilst you’re at home. This will be different for everyone depending on their lifestyle and family schedule. Things you can consider standardising would be, what you wear every day, your hours, your breaks, shared chores, response times... the list goes on. When setting rules for yourself and your family, make sure everyone is happy and comfortable with them and that they don’t add stress but rather create organisation. Additionally, don’t give anyone a hard time, including yourself, if you don’t live up to your own business standards every single day or moment. We are all only human!

How to help raise employee retention at your company

Mon, 25 May 2020 11:36:21 GMT

Right now, all your employees have their eyes on your business and how you are reacting to big changes. Most people will be thankful to keep their jobs, however, if companies handle challenges in a negative way, many people will take initiative and try to find new work (which although may seem difficult, is totally possible at this time).

As a recruitment company, we look out for the ‘right hire’ who will be committed to your company and be a nice addition to your workplace whether they are a contractor or they are permanent. Of course, retention of employees focuses on permanent staff and what people look for in their full time role that will keep them interested, passionate and hard working. However, some of these tips definitely apply to contractors as well who you really need to work out their entire contract.

Pay and benefits (that are actually beneficial)

Whilst a good pay packet may be a little tricky in the current times where companies are facing job losses, reduction in salaries or hours and other implementations to help companies stay afloat; it's always extremely important to pay people what they are worth and to offer benefits that will actually be useful.

During this pandemic, the benefits you offer can make all the difference. Do you have a fitness program that people may use online? An EAP program for people to take care of their mental health? A flexibility program so people are comfortable working from home? A childcare assistance program for working parents? Whatever you are offering, we hope you are advertising the resources to your staff. When employees feel like they are front of mind when it comes to certain programs and policies, they will feel valued and cared for.

Set up an effective onboarding program

The onboarding process gives employees their first impression of your company and can potentially frame their entire attitude towards working for you. If you leave them feeling lost and unsupported do you think they will want to work hard for your business? It’s important to establish your relationship with new employees during this time.

See our blog here for how to onboard remote employees during this time!

Build a strong culture where you care for your people

Is your company known to be driven by cash? It’s important that your need to make a profit is at least equal to your need to care for your people. A great work culture does not get built over night, it takes years of hiring the right people and leaders, implementing the appropriate policies, engaging in the right projects and so much more! But it is absolutely worth it to take action to build a culture that proves it cares about its people and who has them front of mind during big business decisions.

Recognise and reward employees

This is another one that monetarily can be quite difficult during this time. However, you can still reward and recognise your employees for their hard work. A kind ‘thank you for all your hard work’ can go a long way. A nice celebratory video call for a project done well could make someone’s day. Mostly, it’s all about making your employees feel valued. If people continuously work hard without any recognition their motivation could slowly fade and they may feel undervalued or unappreciated.

Transparent communication (including clear expectations and policies)

Open communication, especially during challenging times is VITAL! People need to know what is happening, what actions are being taken, and how they will be affected.

They should also know (and not just in these times) what your expectations are, what policies your company has, as well as what is going on in the business month to month. Most people like to feel like they are contributing to the bigger picture. The more they know, the more they can see the difference their work makes. No one really likes to be left in the dark, with a thousand questions and no one to answer them. If your own employees don’t have some trust in you they won’t feel as supported as they could and they may slowly start to dislike the secrecy or vague nature of communications. When employees are unsure about what the companies intentions are, they will likely start to feel uneasy in their role causing stress and insecurity.

On another note, if you are not clear on your expectations they may not perform to the level you desire. If they are reprimanded for this, they may feel that is is unfair and as if they are being bullied due to the fact that they did not understand your expectations in the first place. Communication can really help prevent getting caught up in misunderstandings that could balloon into much larger issues.

Invest in professional development

Many people get into a job to work their way up. People are ambitious and need to feel challenged in their job. When people are bored, they do not work to their best ability. You want to keep employees excited, challenged and learning. Invest in training or programs that allow your employees to excel and potentially move up or to the side in your workplace. Although there are many people who are happy to do the same job for years on end, many other’s need change and growth. You need to cater training programs to the people who need change so that they are not tempted to grow at another company.

Take part in meaningful work

For many people, their work life can feel bland and pointless and often people will become completely unmotivated if they feel like they’re not contributing to something more meaningful. No matter what it is that your company does as their main service or product, you can always work on meaningful projects that help the community in one way or another. This could be by raising money and holding events for foundations and charities that are important to your business, by promoting volunteer team building days, by ensuring your work is ethical and leaves a positive impact on the world in some way... there are a few options. People want to feel like they’re doing something for the world too, not just for a big corporate company.

Consider exit interviews and work on the feedback

Do you conduct exit interviews when people leave your business? You definitely should be! It is during this time that you will get honest feedback about what people struggled with or didn’t particularly like when they worked for you. Whether it be about negative management, or not enough challenge, or they want to go and do something more meaningful; whatever the reasoning, you can always do some work to improve the common factors that employees had issues with. You can also conduct feedback surveys for current employees to gauge what's working for your business in terms of employee satisfaction and what isn’t. When you listen to feedback and are open to suggestions you could drastically change the way your business feels for your employees and could therefore retain many more staff building a culture of ultimate security and happiness.

Acing your next video interview

Sun, 24 May 2020 11:47:13 GMT

Video interviews are becoming necessary in the professional world; and we believe they will become increasingly popular even after the restrictions from the pandemic subside. We have put together some basic tips to help you leave a good impression during your video interview.

Use a computer or laptop over your phone

It will be more professional and comfortable to use your laptop/computer. Your phone may show you at an odd angle and will also be cause for distraction as notifications pop up on the screen. Plus, most people have to hold their phone up with one hand whilst Facetiming which could be tiring in itself. Think about being in an interview setting and try to replicate that – a few people sitting across from each other.

Check your technology a little while before the interview

Of course, test out the technology beforehand including your camera, your microphone, the video conferencing tool and your internet. Make sure it is all in working order well before the interview is set to begin!

Be ready at the least 5 minutes prior

Be ready at your computer, looking over notes and logging into the call at least 5 minutes prior. This is equivalent to arriving about 10 minutes early to an interview. It shows preparedness, punctuality and general respect. It will also allow time in case of any small technical difficulties or slow downloads and connections.

Keep a plain or office background

So not to distract from you and your talent, make sure the background is relatively plain and professional. On this note, make sure the lighting in your room is bright enough so that your interviewer can see you clearly.

Make sure the camera angle is level

Don’t surprise your interviewers with a close up of your face or an angle that looks as if they could see up your nose. Place your laptop on a small box, raise your desk or adjust your camera to ensure your camera see’s you at a level height.

Be in a quiet area and ensure you won’t be interrupted

Make sure you are in a quiet space with no distracting sounds. This includes letting your family know that you are on an important call and can’t be disturbed for the next hour.

Dress as you would for a regular job interview

This one speaks for itself, make sure you are presented well as if you would usually show up in the office on your first day of work.

Smile and make ‘eye contact’

Don’t forget, they may not be in your physical space but they can still see you and read you. Make sure to smile and make eye contact by looking at their screen rather than looking around or off into the distance.

Adhere to general job interview etiquette

Don’t fidget, look at your phone, avoid eye contact or use negative body language such as crossing your arms. Make sure you are actively listening, nodding and answering their question after they have finished speaking. Keep a good posture and speak with confidence! We have lots of great interview advice at our blog here.

Note : Of course, as usual, prepare for your interview as you would any other interview and make sure you are well researched and have some idea of common interview questions as well as your answers to them. Look over your resume before your interview to refresh what the interviewers know about you and make sure you have anecdotes and examples to share with them.

Best of luck for your interview! For tips on how to research before your interview check this step-by-step process, here .

A framework for your Software Development interview

Sat, 23 May 2020 11:44:27 GMT

We have interviewed our software recruitment practice lead Dan Gordon to get some insight into what is most important when entering a software development interview.

Our clients know that generally speaking most software developers care about working with new technology, technical challenge and innovation, continuous learning, work culture, flexibility, and of course, what they will be paid.

We all know by now that in interviews, prospective employers will ask you questions about what you have done in previous roles to verify your skills and attitude. They are looking for both detailed and clear answers as well as reading body language to see how passionate and proud you are. This should be a two-way street, with candidates also asking the employer for examples to substantiate that what they are advertising is true. That they actually do have a great culture, do offer flexible work or do use new technology.

For our software candidates, Dan has given us a great framework that you can use in your next interview. He says that the most important thing you can do is to ask specific questions that give you examples of what the business has done in the past. Avoid subjective questions that ask for an opinion, rather, ask questions that get facts! Some examples of these questions could be:

Can you explain to me how the culture of your team has developed in the past 12 months that you are most proud of?
As the leader of your team, can you give me some examples of your culture that you love?
What are the best technical innovations your team have come up with recently?
Do you support work flexibility, if so could, you give some examples of how your team works flexibly?

Secondly, it’s incredibly important to be alert in both listening to and reading the interviewers answers.

What language do they use? Is the answer clear or do they ‘um’ and ‘ah’ a lot? Are they energetic and inspired? What is their body language like? By reading your interviewers response you will likely be able to tell if they are passionate, if they are authentic, if they are being honest, if they have a plan and if they know what they want in a candidate.

By asking for real examples, combined with your people reading skills you can gain invaluable insight into your potential employer and will be able to put together a clear picture of what you may be walking into. Remember, interviews are always a two way conversation.

I asked Dan, if you could only ask one interview question as a software developer, what would it be? He said...

What is it that I would do in the first six months and then in 24 months that would make you turn around and tell me that I was an incredible hire for this position?

If you want to have a detailed conversation about software interviews Dan Gordon is a certified Scrum Master and Product Owner and with more than 15 years of expertise in this space and is happy to share his industry insights and experience from conducting thousands of face-to-face interviews. You can email him at dan.gordon@peoplebank.com.au for guidance.

How to answer: What type of work environment do you prefer?

Wed, 22 Apr 2020 11:57:10 GMT

Welcome back to ‘How to Answer’. This has organically become a bit of a series for Peoplebank as we aim to guide you through answering common interview questions in the best way.

‘What type of work environment do you prefer?’ is a tricky question for a couple of reasons. Mostly, interviewers are trying to determine whether you will be able to work successfully in the environment they are familiar with and work in every day. On top of that, they are trying to gauge your abilities and if you are adaptable.

Here are our best tips for answering questions about work environments.

As always, be honest

You may have had a lot of experience working in different ways and environments and maybe you powered through them all, but for some, there is definitely a preference. Be honest, you could say something like: “I have worked in many environments and find I can be efficient and produce the same level of work whether I am in a team, autonomous, at home or in the office, but my preference would be autonomous working for the technical parts of my job and team work for the creative parts. As for physical environment, I enjoy working remotely but do like to interact with my colleagues regularly if I can.”

If you absolutely struggle or cannot stand a certain work environment, do not say that you can work through it. Don’t incorporate it into your answer at all if possible. If they ask about it specifically, let them know it is not the best environment for you.

Trust us; you don’t want to work in an environment you hate!

Have a good idea of the typical work environment in that role and workplace

It can help vastly if you are well researched and aware of the company culture as well as the archetypal environment of work for the job you have applied for. When you know these things you will be able to focus on your strengths that are in line with their culture and environment. This can help you be more particular with your answer which will appeal to their sense of familiarity and see you as someone who could easily adapt within their business.

If you are flexible and adaptable, share that

If you really can adapt to any environment, that is a great strength and it’s worth sharing. Though, not everyone will take this answer as the whole truth. It’s important to add in your preference. So, saying something like this could work: “I am quite flexible with how I work; as long as I have a computer and the internet I can do my job. In saying that, I definitely prefer an office environment where I can have face-to-face interactions, alternatively, video calls are quite good too!”

Be succinct

Don’t try to oversell it. Just let them know your preferences in a few sentences. If you ramble on you may appear dishonest!

If you need more help with interviewing, don’t hesitate to reach out to us for help!

Maintaining productivity when working remotely

Sat, 21 Mar 2020 11:57:16 GMT

The recent years have been privy to the rise of the remote economy. From individual freelancers and small teams to over a hundred Australian companies with internal remote work policies , remote working has become a viable model for the vast majority of industries. Especially at this point and time where for many people it's become a necessity. While this affords workers more opportunities for work-life balance, working at home or out-of-office comes with its own challenges. Devoid of the physical presence of a supervisor, it can be all too easy for productivity to drop, a challenge that's faced by lone remote workers everywhere. As a remote worker, how can you avoid procrastinating and falling into the pit of unproductivity?

Avoid Distractions

The key to making a long-term living in the remote economy is to stay focused on your current task at hand. Without someone to physically check on your progress, it falls on you to ensure that you're putting in the necessary hours each day. Your smartphone is one of the biggest obstacles. This is why Verizon Connect marketing manager Taylor Fasulas advises switching to airplane mode on your phone in order to banish distracting notifications, adding how studies have found that most people need at least 23 minutes to get back on track after being distracted. Apart from your phone and its notifications, everything else that has nothing to do with your work should be banished from sight. Those 23 minutes could easily add up to hours’ worth of onscreen procrastination. For those of us who need our phone to work and operate, there are an abundance of applications that help block the distracting apps such as social media and games. It's also good to work away from other electronics like your TV.

Have a Dedicated Workspace

Whether it's an entire room in your house or a desk by the window, you need to set boundaries and have a dedicated workspace at home. From where you're sitting (or standing if you prefer standing desks), most of the things you need to complete (work tasks) should be within reach . This space shouldn’t contain anything that can potentially distract you from your tasks. Unless you need your phone to work, keep and charge it away from this dedicated workspace.

Creating and Sticking to an Action Plan

In a previous Peoplebank post on self-motivation , we touched on the importance of planning your goals in order to avoid procrastination. If you don't know where to start, sitting down and planning out your tasks from the most to the least urgent can provide you direction. By having a realistic purview of your most urgent tasks, you'll have a better sense of how much time you really have on your hands. Not only can this help you avoid procrastinating, it also sets the foundation for developing more long-term strategies that can help you achieve your goals as a remote worker.

Work Socially

One of the biggest advantages of office work over remote work is the inherently social nature of the physical office. Healthy social dynamics can improve your mood and allow you to think more creatively. This is why Evernote’s Jessi Craige reminds remote workers that they're not alone . Whether it's chatting with teammates over Slack or Teams, or setting time aside for video conferences and catchups, there are many ways to keep remote working social. Apart from discussions that can improve your mood, creativity, and productivity, this also opens doors for collaborative opportunities.

If you're looking for some more help when working from home, we also have a blog about what not to do when working remotely , and a blog about working efficiently at home .

Article written for the exclusive use of peoplebank.com.au
By Julia Clarice

Onboarding remote employees

Fri, 20 Mar 2020 12:04:49 GMT

During this time we have had some queries about how to onboard remote workers and what best practices are in terms of welcoming a new hire and how to make them feel included.

We have collated the below tips that might be able to help you through!

Ensure the new-starter’s home is a safe environment

Workplace Safety requirements extend to your new starters home and it is important they are set up to work safely. Make sure they complete a Working from Home safety checklist prior to commencing their new role and that any issues are addressed as a priority.

Sending a physical welcome letter and/or some merchandise

This may take longer to arrive to them but it is a nice personal touch. Some thoughtful merchandise could include headphones, a mug, a water bottle, a notepad, or anything else that could be useful at home.

Maintaining new-starter meetings via video call (casually)

Make sure to set a few coffee or tea meetings to just acquaint yourself with the new starter. You can make some dot points of things to cover off such as, a bit about what the company is usually like and what people are doing at the moment to adjust. You can also chat about how they are set up at home and any tips that can help them. Of course, you will also have the usual onboarding chat which can include next steps, training, e-meeting people and setting goals and KPIs.

It can be great in this time to get to know your new employee too and learn a bit about them personally.

Get IT to set them up and walk through your digital communication tools, welcome them openly

At Peoplebank we use Teams to chat quickly with our team members via a chat function. Teams allows us to share GIFs, emoticons, images and also to video chat! This is just one example, whatever you use, make sure to set up your new team member and welcome them into a group chat. Ask them questions and get them to know your team! Group video chats are great too and will help everyone put a face to the name. A great idea is to schedule in video conferences each week to help everyone keep in touch, helping to maintain and form bonds.

They should also be set up with access to the same files and folders as everyone else on your team with clear directions about how to access these.

Streamline onboarding activities and check in with their progress

Work with your HR team to streamline onboarding activities. A lot of onboarding is online anyway now, which is great! But for things that aren’t so simple you may need an alternate solution. On that note, make sure to check in on their progress. Since you aren’t in the office together and can’t casually walk by and say ‘Hey, how’s it all going?’ make sure you do this virtually or via a phone call.

This article will get updated as we discover new ways to help the onboarding process be a success from the comfort of our homes! Be sure to check in.

The benefits of strong interpersonal skills at work

Thu, 19 Mar 2020 12:09:31 GMT

What are interpersonal skills? Basically, it’s a bit of a fancy word for people skills . Interpersonal skills mean being able to communicate and collaborate well with others. Not all IT jobs have been known to absolutely require interpersonal skills. However, with the way the industry is moving forward, more and more IT jobs, even the technical ones require at the least, great communication. Interpersonal skills can help any person find further success at work and in life.

So, what are some great interpersonal skills?

Conflict resolution
Empathy
Positive communication
Active listening
Adaptability
Patience
Collaboration or teamwork
Problem solving
Leadership
Diplomacy

To mention the most important aspects…

Why are these skills so important?

Earn respect

No matter what position you are in at work, most will notice someone who listens carefully and responds helpfully without ignoring factors that the other person felt were important (active listening). By showing interest in others and being open to their ideas or being calm in situations where others would likely react negatively; you will gradually become known as a logical, level-headed, intellectual employee who will be easily approachable and well respected.

Become a better colleague and leader

By improving your interpersonal skills, you may often start to notice behaviours of your own or in others that are negatively affecting the workplace morale or efficiency. Through improving skills such as collaboration, leadership, adaptability and communication you will be able to implement changes to improve the workplace and working relationships.

Become an expert at relationship management

One of the best side effects of people skills is becoming incredibly talented at managing relationships both internal and external to your business. This could help with client relationships, employee relationships, team projects and your own personal development into management or executive roles. In IT especially, it is an amazing skill to be able to communicate complicated technical jargon into laymen’s terms for other departments. By doing so you will create good relationships across teams as well as generally becoming more of a stand-out candidate in your field.

Gain a positive mindset to setbacks and conflict

Many individuals either panic or react emotionally when tested with difficult situations at work. If you have the confidence in your interpersonal skills, you will instantly be able to realise there are better ways to go about a situation other than just responding negatively. You will be able to read a room and know what needs to be said to either lighten the mood or diffuse a situation. If there is a setback on a project, you may be frustrated but you will be able to start working on alternative solutions more efficiently without the ‘sorry for yourself’ mentality. All in all, you will probably find more happiness (even through the hard times) at work.

Refresh your work life now

Wed, 18 Mar 2020 12:12:24 GMT

Recently, our colleagues at Porterallen wrote a great piece on how to refresh your work life in 2020. In this post, we have condensed that information into an easy-to-read infographic!

Don't worry if work is feeling a little stale, these tips can help. And hey! Even if work is going great, these are simple ambitions that can help prevent future work dissatisfaction.

New Salary & Employment Index 2020

Mon, 17 Feb 2020 12:15:36 GMT

The guide is a specific insight into the IT market which looks at average salaries and rates being paid in the technology and digital sectors across Australia. The report also includes some interesting insights into the economic conditions nationally and by state as well as the general scale of supply and demand.

The Peoplebank Salary Tables are based upon IT & Digital job offers and employment activity in each location we have operated in during the past six months.

Some interesting take-aways from the February report indicate:

The salaries and rates have risen within the past three months over majority of roles within Queensland which might indicate there are less candidates for in demand roles.
We have shared new information regarding Cloud Architects finding that there is a higher demand for them in the market.
A candidate short market is not true for all IT jobs or roles. The most popular jobs with fewer candidates (than jobs) in general categories include Developers and Business/System Analysts.
Specialist categories which seem to require more candidates in the industry include Security/Cyber Security and Transformation & Change.
Nationally the economic conditions are very good, but they have retracted slightly from the highs of 2019.

For more information or to check your salary you can download the Peoplebank Salary & Employment Index here .

How to use social media to help your career

Sun, 16 Feb 2020 12:21:59 GMT

Whether we like it or not, social media is a constant in almost everyone’s lives. It is no longer for personal use alone. Businesses are increasingly realizing the incredible reach that social media has not only to advertise but also to build their brand and get in touch with their communities. Social media may get a lot of flak, but in business, it holds a lot of power.

The first thing people often do when they hear about a business or person they’ve been networking with is make a quick Google search… what would your results be? Every business needs a website that tells people about them, it’s the same for individuals, except we can use social media instead. Think, LinkedIn, Twitter and even Instagram or Facebook if this suits your industry. Here’s a breakdown of how social media can accelerate and benefit your career.

Personable profile

You can build a profile on any social network. LinkedIn is the clearest type of profile, being a digital version of your resume. However, your online profile is much more than just your page.

Your profile can be made up of what you tweet, what you post, what you comment on, what groups you join and engage with and so on.

When you begin to share online you will start to build a ‘personal brand’ or rather just let more people get to know who you are. This can be incredibly helpful when it comes to networking, selling, hiring, looking for jobs… the lot! When people feel a personal connection to you they are more likely to interact, engage and listen. All you have to do is be active online and share your own personal value.

Engaging with your network

On that note, engaging with your network is priceless. It gives you the ability to connect with people within your industry and hear about updates quickly and sometimes in real-time! It can also help you extend beyond your industry into similar sectors. It’s a great idea to follow people, industries or companies you admire and to interact with their posts every now and then. Don’t let people just come to you, reach out to others and you will start to build a community of like-minded individuals. When connecting with others on a deeper level you’ll open opportunities to build business (or to help others, which can only shine positively on you).

Some ways to connect can include:

Joining and engaging with relevant Facebook groups
Commenting on LinkedIn posts of others
Creating your own posts (or tweets) on all social channels
Reaching out on LinkedIn InMail (appropriately!)
‘Connecting’ with people on LinkedIn with a note
Sharing posts with your own personal commentary

Showcase your experience and expertise

Through posting your own content or sharing valuable content with your own personal take, you can show literally all your connections (and beyond) just how talented you are. Your online presence goes further than the resume and beyond the interview and expands your potential as a candidate. If you aren’t looking for work now, you may need to in the future. The establishment of your profile, your value shared, and your public experience can be an incredible point of difference for employers. It can also connect you to the right people, if you’re a recruiter for example, candidates might warm to you more if you share some helpful advice with them.

Job opportunities

As mentioned above, having a complete and active online profile can be incredibly helpful when you need to look for a job. Sometimes, you’ll even get a message when you’re not looking. You don’t need to go viral or be the most popular person online. Social media can sometimes seem like a B grade fame trap, but it doesn’t have to be! Just be yourself and share your insights as well as engaging with others to spread helpful, positive and realistic information.

Fair warning though, if you do have an online profile and often ‘troll’, post distastefully or comment negatively, this may have a harmful affect – potential employers and peers definitely won’t like the look of that.

How to negotiate flexible work in 2020

Sat, 15 Feb 2020 12:25:36 GMT

Flexible work arrangements are becoming increasingly popular and widely adopted in most office environments. However, there is still a little way to go with many businesses. In the Annual Workplace Flexibility Report 2019, a clear finding was that whilst many companies are implementing flexibility policies, they are not always communicating these policies to staff adequately. The demand for flexible work is increasing and there are still obstacles for flexible work such as stigma, lack of communication and lack of training.

If you feel like you need a plan to talk to your boss about working flexibly, hopefully this blog can help you.

Do some research

Firstly, have a quick chat with your manager about setting up a meeting to talk about flexible work options. Then set the meeting.

It can help to have some statistics or general facts behind your interest in flexible work. You should know your main reasons, and companies will often be aware of some of the benefits of flexible work. But it can be helpful to remind them of things like the fact that 70 - 90% of people believe they are more productive at work due to workplace flexibility . And that you believe you would also benefit in the same way.

Think about your role and alternative ways to achieve your work

Think about your role specifically and how you could fulfil your work obligations and expectations with alternative work times or remote work. You could also do some further research about flexibility for your role and how it has worked for others.

Ensure you include your employer in your logic

When thinking about how you could achieve all your duties (and more!) consider what the business requires of you. If you have a well-thought out plan to share about how you can achieve a five-day workload working part-time for example, you will ease your employers’ questions of “how will this work?”

Always go in with a plan, how do you see your work-arrangement in the future? This is probably something that will be discussed again at the end of your conversation to clarify any agreement you and your manager come to.

Write down your main reasons

But it’s not all about your employer. It’s also about what suits you and what will make you a happier employee. Do you require to start earlier and finish earlier so you can pick up your children from school? Would you prefer to work from home one day a week to stay on top of household chores or avoid a long travel time? Does part-time work suit you more whilst you take up extra studies or require to be there for your family a little more? Whatever your reasons are, write them down. Jotting down 1 – 3 main reasons can help you open a more fluid and honest conversation.

An example way to start this conversation could be: “I love my job and am driven to go further in my career; however, I also need to make time for [insert reason]. It would relieve a lot of pressure and stress which would make me more focused and productive when working.”

Workplace flexibility often increases employee satisfaction and happier employees are often motivated, efficient and productive. It’s always nice to back up your reasoning with a benefit to the employer.

Be confident

Approach the conversation positively! If you have a belief in yourself, not only that you deserve flexibility but also that you can easily work in different parameters, your boss is more likely to have the same confidence in you.

Understand certain realities

Understand that sometimes you will have to be there for important meetings or that some of your work can’t be done offsite or your workload requires you for more than a three-day work week. Think of alternatives to your ideal flexible solution and understand it will be a conversation about what works best for each of you.

Once the flexibility conversation has been opened, more often than not, employers will respect the needs of their employees and they will encourage work that not only makes for happier staff but also more productive and motivated members of their organisation.

Good luck with your flexibility discussions this year!

How to answer: Why should we hire you?

Tue, 14 Jan 2020 12:30:39 GMT

‘Why should we hire you?’ – it’s a tricky question and one that we can easily get frustrated with. As with most interview questions, it helps to look a little closer and understand what they are really asking. It would be easy to respond, ‘because I need a job and am qualified for this one,’ but is that what hiring managers really want to hear? Most of the time, they’d know that just from pre-interview interactions.

What does the question really mean?

Why should we hire you? translates to:

What makes you different?
What about you specifically can help our business/team?
Why are you the best person for this job?

Now when you think of the question like this, some more interesting answers may come to mind.

Firstly, think about your experience and how this translates into the job

Have you been in this position before? Are you looking to step up and fulfil your potential (and are therefore motivated and self-driven)? Are you an expert in your field that can offer knowledge? Are you a great team leader that can help bring unity and positive culture to the workplace?

Whatever you have experience in in your last job should be communicated and applied to specifics about the job you are interviewing for. Match up your skills with the major requirements that you have learnt from the job ad and interview. For example, ‘I have had extensive experience with the technologies, skills, and methodologies that were mentioned in the job ad. On top of this I can offer additional skills that help bring a wider perspective on mobile development such as UX design.’

Secondly, think about your fit within the company

Are you compatible with the companies existing culture? Will you be able to respond well to the management style and team environment? Think about these things and answer accordingly. For example, if the role is about working within a team you could say ‘whilst autonomous work is great for getting a lot done, especially whilst coding, I have previously worked great in teams and am very open to feedback and alternative solutions to potential complications. I also don’t mind a nice chat to get to know my colleagues!’

This can be helpful in showing you have the right attitude to work within a company.

Thirdly, think about the need for the role

What company needs would you fulfil in the role if you were successful? From your research and other interview questions, it is likely you have some understanding of why they are trying to fill a specific position. Think about what you can offer, on top of your experience and your attitude, what about you is unique? This could be anything from life experience to transferable skills from seemingly unrelated jobs. It could be your expertise, or your general knowledge of an industry. It could be some extra studies you have taken. Whatever it is, it will be unique to the position and company you are interviewing with. Make sure to think about this and keep your uniqueness in mind before the interview so that you aren’t caught off guard!

Lastly, show some passion!

Enthusiasm can be extremely important to employers, especially if the job requires self-motivation. Share with them your passions about the position and the ideas you already have. Remain upbeat and be grateful for the opportunity to interview for the role. If it’s your dream job, let them know that! Passion shows you will be driven, productive and creative and that you have the ability to inspire. All of which make a pretty excellent employee and leader.

How to motivate yourself in the new year

Mon, 13 Jan 2020 12:36:51 GMT

‘Coming back from a break isn’t always the most motivating time of the year. Many people often come back wishing for a little more time off. However, work needs to be done and it needs to be done at a high quality. So, you want to be driven enough to be able to fulfil your potential. Here are some ways that might help motivate you.

Plan your goals

Setting an action plan can help that ‘where do I start?’ feeling. By creating a plan for set goals you will be able to see exactly what you have to work on and approximately when it should be done by. It is smart to set some urgent plans of action – this way you can get stuck into work straight away and avoid procrastinating.

Make a personal commitment

For some people, making promises is a helpful way of making sure they stick to their word and follow through. If you’re one of these people who doesn’t like to disaapoint others, then don’t disappoint yourself either! Make yourself a promise or commitment. It could be something like, ‘I promise myself to achieve four things on my to-do list by 5pm’ or ‘I will beat my personal best from yesterday and make one extra cold call today’. Whatever it may be, stick to the promise!

Spark inspiration

For some people it can be helpful to read motivational quotes and see motivational pictures. Before work, maybe browse some inspirational videos, podcasts, quotes or images and get inspired!

Push yourself

For a lot of people, stress is a motivator. Most of the time, when procrastinating you feel guilty for procrastinating and then that stresses you out… so in this state of stress, think about it… think about all you could be achieving and getting done if you just started!

The hardest part of any important task is getting started on it in the first place. Once you actually begin work on a valuable task, you seem to be naturally motivated to continue.

-Brian Tracey

Reward yourself

No matter what your reward is, when you do complete something or make a significant start (significant… not just one sentence of a whole report…) you can give yourself something positive. This not only is your own little affirmation for doing good work, but it will also make you look forward to the next reward after you complete your next task.

Be consistent

Once you’ve gotten started, it’s good to keep consistent. Even when you really don’t want to do something you know you’ve done it before; you know you’ll feel better after doing it again… so just do it. Keeping consistent will create a routine and routine is helpful for completing projects or goals. However, make sure to make time for some rest and work-life balance in this routine and don’t overwork yourself. There is nothing more unmotivating than being tired or overworked.

Keep a positive attitude

Self-confidence can be the key for some to becoming motivated. A positive attitude can be as simple as telling yourself ‘you can do this!’. You can also include other daily affirmations to help you feel awesome. Most importantly, a positive attitude can be quite effective when you run into a problem. When you have a negative attitude paired with a negative problem, you’ll often fall into a slump, maybe thinking, ‘what’s the point!’ ‘I hate my job’, ‘I can’t do this!’. These thoughts help nobody! When you maintain a positive attitude, you’re more likely to accept that there is a difficulty in front of you, but forge forward to overcome it. This helps save time and avoids work dissatisfaction!

How to switch off work

Thu, 12 Dec 2019 12:34:47 GMT

Getting work off the mind isn't easy for everyone at the end of the year. A lot of people worry about unfinished work, upcoming projects, future deadlines, not being the main pont of contact for clients as well as many other little things that stir up stress. But how can we do our best work without taking some rest and re-charging? We are given this opportunity every summer in Australia and we should take it if we can! Here's how to switch off from work and enjoy your break to the fullest.

Productive ways to wind down at the end of the year

Wed, 11 Dec 2019 03:56:23 GMT

At the end of the year, most of us get tired and whilst it’s important to keep our minds on work, it’s also wise to spend some time winding down to a restful break. But winding down doesn’t have to be lazy or a waste of time. In fact you can still be productive in the process of getting into holiday mode.

So, here’s a list of all the things you can do to productively wind down!

Listen to a TED Talk or any other inspirational videos

Have people sent you anything recently that would be a ‘must watch!’. Take the time out to be inspired or learn something new.

On that note, listen to a helpful or insightful podcast

You can discover new podcasts all the time that give you useful information or can open your mind to new ways of thinking. Spotify is a great place to start looking as they separate the podcast by category so you can choose whatever you are in the mood for. Politics? Well-being? Work? Crime? Tech? They’ve got something for everything. We are currently enjoying Jay Shetty. Also, the podcast ‘Stuff You Should Know’ – just a whole heap of stuff you probably didn’t know!

Get your files in order

Not your physical files, though they should be in order too (if you have any). But de-clutter your desktop and all your folders. Make sure files are in the right place with the right titles. Think of it as spring cleaning for your computer!

Take your lunch breaks

If you’re one of those people who always eats lunch at their desk or doesn’t get out of the office at all for their lunch… change that. Take the full hour. Go for a walk, get some fresh air, run errands, go shopping, whatever it is, take your full break!

Get coffee with a co-worker

Go out for coffee (or tea or hot choccy) with a co-worker, you may talk about work, but you can talk about other things too. You could go a step further and go for lunch with your team. It’s good to socialise and make time for connecting with others.

Shop for work things

Need a new desk plant? What about some photo frames or a cork board? Maybe you need a new mug or reusable coffee cup… Whatever it is, online shop for it, or physically shop for it. It will be nice to have something new on your desk in the new year.

Decorate your desk

Whatever holiday you celebrate over this time, it doesn’t matter, celebrate and take some time to bring joy to your office by decorating your space. You may be surprised how this helps lift people’s spirits!

Mix up your projects

Do you have one big project that you just know won’t get done by the end of the year? Or do you just need a break? Switch up your projects so that you don’t get bored or unmotivated. You can even ask others if they need help with something you might not usually do. When you do this, you can not only help someone else but also maybe learn a new skill, switch up the way your using your mind and feel a little fresher.

How else do you wind down at the end of the year?

What to do when you haven’t achieved your goals

Tue, 10 Dec 2019 07:10:28 GMT

As the year is coming to a close, we often check in with our goals and see where we are at. Most of us forgot about our New Years resolution by June, but hopefully you have some glimpse of other goals you set for yourself. However, as life throws us twists and turns, we don’t always achieve our goals when we said we would, or to the standard we had hoped for. So what do we do when we’ve missed the mark on our goals?

Firstly, let’s think about why

Not to make excuses but to understand what you can work around going forward. Some reasons may include:

Circumstance (Life happens!)
Lack of self-confidence
Lack of self-discipline
Inconsistency
Your goals weren’t specific enough
You didn’t have access to the right tools
Lack of focus
Mindset

When you can determine what is the cause you can accept, take responsibility and move forward knowing what’s done is done and what you can do better going forward. If the reason was completely out of your control, it is often easier to accept and move forward with more determination. Just make sure to keep a ‘can-do’ attitude.

Secondly, don’t give yourself a hard time

Life and professional goals can often be fluid and flexible, you have to understand that sometimes the goalposts will move. Plans don’t always remain the same as when you first made them, in fact they often change! And this is okay, as long as you continue on the journey of working towards the goal.

Thirdly, celebrate your wins

You may not have completed all your goals, but you’ve probably made great strides along the way. Celebrate them and your hard work.

Lastly, re-plan

Change your original plans to suit you and adjust your goals if necessary. Here are some tips on re-setting your goals:

Make sure to they are specific
Define your own level of success
Account for the mistakes or interruptions that may occur (think about the things that stopped you the first time around)
Get yourself into a positive mindset
Understand the skills you need to achieve your goals
Understand the tools you will need
Promise yourself to be consistent
Be confident that you can do what you set your mind to

Dressing for your IT interview

Thu, 07 Nov 2019 04:03:31 GMT

Sometimes something as basic as getting dressed can be made difficult when it comes to a job interview. Don't be nervous! Just be yourself, or a slightly more professional version of yourself. Here is our brief guideline for what to wear to your IT interview.

Data Analytics Interview Questions

Wed, 06 Nov 2019 04:02:16 GMT

So you have an interview for a Data Analytics role or a Business Analytics role? Standard interview questions will likely be asked in your interview; however, there will be a large focus on technical questions to make sure you have a thorough understanding of the job you want to undertake.

Here are some of the basic Data Analytics questions that may be asked of you. Mostly, they will ask you what is necessary in the role and for the specific company, so don’t be overwhelmed, you likely won’t be asked all these questions! If you think something more specific might come up talk to your Peoplebank consultant who can help you understand exactly what you need to know.

What do you consider the key skills required for a Data Analyst?
What’s the difference between Data Mining and Data Analysis?
What is your process for Data Analysis?
What are the various steps that you usually go through in an analytics project?
What is the difference between Data Mining and Data Profiling?
What is your skill level in terms of pulling data into an easy-to-digest report for the business?
Are you confident in your skills to translate technical information into knowledge that everyone can understand?
What is data cleansing and what are the best ways to practice this?
Can you list some of the best tools that are useful for data analysis?
Can you explain logistic regression?
What would you say is the criteria that can determine whether a developed data model is good or not?
What is the criteria for a good data model?

When should a business retrain the model?
What are the most important steps in the data validation process?
What are some common problems you encounter whilst performing analysis?
What are the most common missing patterns you have observed?
What is the KNN imputation method?
What is the name of the framework developed by Apache for processing large dataset for an application in a distributed computing environment?
Tell me about the data validation methods you most commonly use?
Explain to me the process around suspected or missing data?
Tell me about how you deal with multi-source problems?
What is an Outlier?
Can you explain what is K-mean Algorithm?
Can you explain a Hierarchical Clustering Algorithm?
What is collaborative filtering?
Do you have a clear understanding of KPIs, design of experiments and the 80/20 rule?
What are the main tools you are familiar with for Big Data?
What statistical methods are helpful for you as a data analyst?
Can you explain what Clustering is? What are the properties for clustering algorithms?
Tell me about Map Reduce.
What is time series analysis?
Tell me about correlogram analysis?
What is a hash table?
What is a hash table collision and what technique do you use to avoid this?
Tell me about imputation, please list different types of imputation techniques.
Which method of imputation is most beneficial?
Can you explain to me what an N-gram is?
Would you describe your experience in Excel as intermediate or highly skilled?
Do you have much experience dealing with Differential and Inferential Statistics?
What is your experience level with SAS?
What level would you consider your SQL skills are? Beginner, intermediate or highly skilled?

You may also get questions about key technology that is applicable to the job specifically. It’s important to keep an eye out for what technology is mentioned directly in the job ad, make sure you have knowledge about what is precisely listed. Often these will be listed under ‘Technical Skills’ and/or ‘Desired Experience’.

How to strategically read a job ad

Tue, 05 Nov 2019 04:09:04 GMT

You may skim a job ad, see a few words and think, I’ve got this let’s apply! But sometimes it can make a difference to pay a little more attention and break down the job ad in your mind. What are the most important points? How should you adjust your resume based on this job ad? These are the questions that are smart to think about. We’re here to help you strategically read a job ad so that you can make the best application possible.

What is the crux of the job description?

Usually there are 2-3 points which a candidate must have such as qualifications, experience in a certain industry or knowledge about a certain system. It doesn’t have to be these factors in particular but there are usually some distinct features within a job ad that you should match up with before you apply.

Watch out for ‘must-haves’

Usually you can apply to jobs that prefer more years’ experience than you have. You could still be in with a shot to impress them at an interview. But keep an eye out for wording such as ‘must have’ and ‘you will need’, think twice about applying to these roles that need qualifications you don’t have as you may get looked over. However, some skills or certifications can be gained on the job so recognise what roles may be a waste of time and what roles could help you learn and grow.

Pay attention to details

What key-words are important? Do you need to include a Cover Letter? Where do you send your application? Special details like this may be listed in a job ad, it’s wise to listen and help the process flow easily.

Read between the lines

If a job ad describes a workplace as fast-paced, this means they are looking for someone who will work well in that environment. If they mention integrating new processes or systems, you should include your experience doing this on your resume. If they mention that the role is part of a well-established team, they will want to know that you demonstrate teamwork. Often when a job is described in an ad there are plenty of clues about what they are looking for in a candidate. After all, the job ad is trying to attract the right people!

Take note of the job number

If you want to apply and then follow up with an email, reference the job number so that the recruitment consultant you are dealing with is aware of what role you applied for and can therefore locate your CV easier.

The Peoplebank Group App launched this week!

Fri, 04 Oct 2019 04:12:23 GMT

The Peoplebank Group App launched this week!

The app or portal is a one stop shop for our Peoplebank, Porterallen and Leaders IT Services contractors. The Peoplebank Group App is available on both Android and Apple devices and can also be accessed by a Desktop browser.

The app gives contractors convenient self service access from their mobile anywhere, anytime, to do the following:

Receive payslips
Update bank, tax and super information
Update personal details and their emergency contact
View work history and contracts
View their latest resume
Access to the contractor benefits program
Company news updates and more

How to be passively productive

Thu, 03 Oct 2019 04:22:18 GMT

What is being passively productive? For us, it’s about being productive without thinking too much about it. Or gaining useful information and actioning items without overthinking it. Here are some tricks that can help everyone be productive in an effortless way.

Set a time limit for your planning

Planning can get in the way of taking action. If you plan forever for something without making executions along the way, what are you doing? Your kind of procrastinating… Don’t get me wrong it’s semi productive procrastinating, at least you are working on ideas and strategies, but it has to go somewhere. So set yourself a time limit for planning, and then start taking actions around existing plans. You can plan more if it is required but it can be done alongside action.

Get over procrastination and ‘just do it’

On that note, you have to get into the ‘just do it’ mentality. Especially if your procrastination isn’t productive at all. The moment you put off a task or project, your productivity goes right down. Just start! Starting can be the hardest part, from there you just follow on from the last burst of productiveness. If you’re lucky you may even find yourself in a state of flow… but only if you start.

Make to-do lists and check them

It can be motivating to create a to-do list with check boxes and to check it periodically through out the day. This gives you a clear idea of what needs to be done in a certain time frame as well as the satisfaction of ticking a box when you’ve completed a task. If you make this part of your routine, you will find yourself achieving more in less time naturally as it helps to compartmentalize your tasks so that you’re not losing track or leaving work unfinished.

Hone prioritization skills

Make sure you are aware of what is most important. What needs to be done first? What has the shortest deadline or needs the most time? What do I need to get stuck into now? What will take just a moment? When you refine your prioritization you will naturally gravitate to doing the most important things first and using the time you have wisely across all tasks.

If you don’t have a deadline, create one

Some people work exceptionally well under pressure. Others might just need a deadline to get started and get finished! So if you don’t have a deadline for a task, create one anyway, or tell yourself it needs to be completed on a particular day. Believe in the deadline! You’ll feel great when you finish a task before or when you said you would.

Pen in time to drop everything and train your brain

A good time to do this is on your commute to or from work. Take time to do ‘leisurely’ things such as:

Reading
Playing brain training ‘games’
Listening to podcasts

And make sure the content of what you’re consuming is applicable to your work life. Things such as TED talks often have extremely helpful concepts to share. When listening, reading or playing the right games, you are using and training your brain in a way that seems effortless and enjoyable.

Do's and Don'ts: Impressing a Recruiter

Wed, 02 Oct 2019 04:26:07 GMT

Impressing a recruiter will mean you'll impress the hiring manager too.

Here are the things to do and not do so that you can make a brilliant first impression!

How to work in a fast-paced team

Tue, 03 Sep 2019 11:49:14 GMT

No matter the nature of your work, a fast-paced environment can sometimes be overwhelming. Especially when deadlines are close and you feel as if the walls are closing in on you. But there are some key skills you can develop to not only survive a fast-paced office or team, but to excel in one!

Understand the key functions of your role and your co-workers roles

When you have clarity around your teams functionality, there is less chance of responsibilities floating aimlessly around the group or over-flowing on someone’s to-do list even though it’s not their job… When something arises that seems almost impossible to get done in time, look around and reflect on what everyone is up to, how full their plates are, if the task can be shared or taken over by someone else with more time. Teams are in place to support companies, but they are also there to support each other. Don’t try to take on everything yourself and use teamwork to your advantage. Teamwork is an excellent skill to improve productivity and help work towards a common goal without loading the stress onto on singular person.

Think ahead and plan accordingly

The key skills you need here are foresight, time management, prioritisation and organisation. It can seem like I’m attaching a lot of skills to one point here, but these skills usually work very well together and once developing one of them the others will naturally begin to take place. In a hectic workplace, thinking ahead is key. If that means having spreadsheets, calendars and timelines open for you to check each day, so be it. You can reduce a lot of stress and anxiety by knowing what has to be done by when and having a plan in advance of when you are going to work on what.

Practice multi-tasking

Multi-tasking is not an easy skill and there are some people who believe they might not even be capable of it. But it is very possible to train yourself to multi-task . Usually it works best when two tasks are related to each other.

Communicate

If you’re struggling, tell someone! Don’t hide away and hope for the best. We can head back to our first point and remember we are working within a team and our team can help support us if we just let them know we need the help. Don’t worry, you will have plenty of opportunity to return the favour.

Don’t forget to take breaks

It can sometime be difficult to slow down and take a break, especially if you have gotten so into the zone. Sometimes working through when you have the motivation will work, and we don’t recommend breaking out of a productive flow. But after that flow, take a break! Rest yourself and make sure not to burn out. Tired people will make mistakes and get stressed easily. On the other hand, if you just can’t seem to get motivated to do more than thirty minutes of work at a time, that’s fine too. Take breaks and recalibrate. Check your to-do list and try to prioritise your tasks before getting back to them.

Identify any need for training

If you feel like you’re lacking in technical skills and believe this is holding you back, then make note and take action. Online training or after-hours workshops and classes are available for many technological specialities. Often, if you discuss the need for these skills with your employer, they may fund your development. At the very least, they will be supportive and encouraging. When you have the adequate skill set technically, you will naturally speed up processes that took you extra time to do before.

Work with confidence

Try not to encompass self-doubt. Instead, work with confidence and with the attitude that you can do anything you set your mind to. If you feel more confident about your abilities you will tend to feel more motivated and your focus may sharpen. If you do struggle with self-confidence, you can check out our infographic about imposter syndrome and how to overcome it!

If you panic, have a small library of breathing exercises

If you’re someone who can gets into a panic mode when things go to fast, learn several breathing exercises and use them! It can be so helpful to help not only your heart rate steady, but to slow your mind down and help to re-focus instead of being a busy mess who is likely to make mistakes.

Overcoming Impostor Syndrome

Sun, 01 Sep 2019 04:30:25 GMT

Impostor Syndrome is the nagging feeling that you’re not as good/knowledgeable/expert as everyone perceives you to be. You may, at times, feel like a fraud, like you might get caught out any moment. It’s as if you haven’t even worked that hard to get to where you are! It’s a great big thought process that usually grows from self-doubt or lack of self-recognition. Many famous people such as Maya Angelou or Albert Einstein did not think their work deserved the recognition it received. It can also be caused by being in your own thoughts too much, over-emphasising the importance of certain circumstances or simple irrational insecurity. It helps to know what it stems from because this can help combat it.

We want you to feel assured about who you are and your achievements. If Impostor Syndrome is let loose for too long it can be detrimental to your career growth and progression. If you don’t want to feel this way, or be held back in life, here are some ways that can help you overcome Impostor Syndrome and revitalise your sense of self-confidence.

How to stand out in the tech industry?

Fri, 30 Aug 2019 04:45:32 GMT

The tech industry grew at a rapid pace and it continues to grow, which is why although there are more jobs popping up overnight, there are also more candidates fighting for the roles they want. So how does one stand out from the crowd in the IT world? Here are our tips.

Continuously develop your technical skills

The tech industry has expanded due to more jobs becoming available with advancing technology. So, it makes sense to assume there is always something new to learn. It’s not enough to know what you do well, be it data analysis, network engineering, full-stack development, cyber security… the list goes on. While it’s great to be a specialist in your field it is good to have knowledge of diverse areas, as well as learning more and developing knowledge within your specialty.

It can show real initiative and drive if you have a few extra courses on your resume to update your skill set, even if those include LinkedIn learning type courses. It’s up to you how you want to upskill all that we suggest is that you definitely do!

Find a mentor and collaborate

Finding a mentor and collaborating with others has three main benefits to help you stand out. They include:

Putting yourself on the radar of other people and companies
Getting high quality feedback to improve your work
Showing you can work well with others

Your mentor will likely be someone you already work with however this isn’t always the case and it can include someone outside of work with further connections. Either way, you will build stronger connections with people in higher positions than yourself and this will give you a massive edge when exploring new job opportunities. Whilst there is some importance around ‘who you know’ in every industry, it’s also important that you are open to feedback, especially from those who have different or more experience than you. When you are open to improving yourself, not only will you get better at your job, but others will perceive you as impressive and willing to learn. Lastly, all of this combined means you can work well with people which is not something all technically skilled people find easy to do. It could be the one thing that sets you apart from other candidates.

Be innovative

This can come in many forms, it could be looking at creating an app from a different perspective, hint: usually the user’s perspective is most important. Or it could simply be about trying and testing new things that may or may not work. Being open to new ideas and possibilities will give you an edge for two reasons. One, you might come up with something great and memorable that works! Two, you will become a go-to person for the question “how can we make this better/different/unique?”. Don’t be afraid to share your ideas and creativity in a technical world, people appreciate individual thinking.

Work on your soft skills

The number one quality we find our clients love from technical candidates is the ability to explain something complicated in a simple way. Therefore, for you to be well versed in communication of ideas, progress, problems and solutions will see you being put to the top of any shortlist.

Other valuable soft skills include:

Teamwork
Adaptability
Problem Solving
Conflict Resolution
Leadership
Determination
Creativity
Listening

Decorate your desk

Mix up your projects

How else do you wind down at the end of the year?

The best way to ask for a job reference

Thu, 29 Aug 2019 11:29:47 GMT

Pick your reference/s wisely

A good skill to have when reflecting upon who should be your references is self-awareness. How do certain people perceive you? Who did you have strong relationships with? Who liked or didn’t like you? When you gather an understanding about how you are seen you can then look at how that person is received by others. Will they be able to make a nice impression? Are they trustworthy and professional?

We recommend making a list of potential referees such as previous managers or highly valued colleagues. These people should be able to speak on your character as well as your relevant skills and industry knowledge. It’s even better if you have notable people on your list, such as predominant members of your industry.

Here are some dot points for people who will make a suitable reference for you:

Someone who you worked well with
Someone from a job you left on good terms
Someone who showed you appreciation during your time working with them
Someone who is genuine and professional
Someone who can give reference to the qualities necessary for the role you are applying for
Someone relevant to the industry you are job searching in

Try to keep in frequent contact with these people

If possible, keep in casual contact with the people you might consider to be good references. This can be done on something as simple as LinkedIn. You can engage with their posts or occasionally InMail them. This works particularly well if you were friends with the individual. Be careful not to appear fake or needy in your interactions. Be genuine so you don't seem like you just want a good reference.

Start asking at the beginning of your job search journey

Don’t wait to ask until you get to the last round of interviews. Notify the chosen references at the start of your job search journey. Be honest and help them understand they may receive a call in the next few months as you are seeking a new workplace. This helps to both be organised for any prospective employers and to help build a rapport and understanding with your referees.

Ask politely

This should go without saying. Don’t call or email your referee with a “Hey, can you be my reference for this job I really want?” If calling, create a conversation, allow some flow and small talk if need be and then let them know you’ve contacted them for a reason. Ask them politely with something like, “The reason for this call is that I wanted to ask if you’d mind being a referee for me? I’ve applied to be an [insert role] and I thought you might be able to answer a few questions if they call to check my skills and experience.”

Do you email or call?

On that note, what is the right way to do it? Phone or email? We suggest, if you’ve kept in contact or have a strong friendship a call is a great and personal way to reach out. If not, an email will suffice. Here are some examples of how to phrase your email:

“Hi David,

I hope you’ve been well! I noticed your work anniversary on LinkedIn last week, congratulations, how are you enjoying it?

The purpose for this email to ask if you would feel comfortable being a reference for me. I’ve recently applied to a [insert role] and I thought you might be one of the best people who could speak on my skills and experience. If you need any more details, please let me know.

Best regards,”

“Hi Elisa,

How are you going? I heard that you are now working at [insert company], great work! Hope you are loving the new role.

I myself am looking for a new role, I have been applying for jobs in [industry/speciality] and I was wondering if you would be open to me naming you as a reference for me? I think our experience together at [previous workplace] could really highlight some of my skills and experience and may help my chances of getting a job in this field.

Thank you,”

Follow up and thank them

Always thank the people you chose to be references. They may be the last thing to check off the list in a job hunt but sometimes they can make or break your new career. Keep in contact with them even just briefly. Avoid ignoring them completely! This will be considered rude and it means they might not be open to giving you a reference in future circumstances.

How to answer: Why do you want to work here?

Sun, 28 Jul 2019 04:53:15 GMT

The key to this question is research. Know what you like about the company, what they support and how you could add value before you walk into the interview. This information could be found on their website, on their social media channels, their employees’ social media, or through word of mouth and Google searches. Here are our top ways to answer this often very difficult question!

Understand what they want to know

When an interviewer asks this question, they’re looking for a few things. They want to know:

If you are sincerely interested
What do you know about them (how prepared were you?)
How they might fit into your career goals
Your priorities when it comes to a job

Consider the key factors that make them unique

There are so many different things that make a company great. Different benefits will stand out to different people. It is up to you to decide what is most appealing. Some key factors could be:

Their reputation as a company
What difference they make in society
Knowledge of their key leaders, their character and how they lead
Their company culture and values
The causes they support
Their employee benefits such as training or community involvement
Their stable and steady history of growth
Their retention rate

How to frame your answer

There are only a few tips here when it comes to framing your answer. This is because our first tip is to keep it succinct . You don’t want to drag on and sound like a suck up. Secondly, be genuine , it’s important that you do actually want to work for them for the reason you are saying. This will only benefit you and the interviewer. The interviewer will recognise your sincerity, and if you do get the job you will have great motivation to work for them. Lastly, as a little trick, tie in your skills or experience into your reasoning . This will not only highlight yourself but also how you can add value into specific areas of their company. By placing yourself within aspects that make up the company the interviewer will have a visual or example of how you might fit in.

55 questions you could ask in an interview

Sat, 27 Jul 2019 11:42:29 GMT

One of the most difficult parts of a job interview can be asking questions at the end. There are times where you feel like you might have discussed all you need to! But you will always leave a good impression when showing more interest and not answering ‘Do you have any questions for us?’ with a ‘No, not really.’

Here are a whole 55 questions to choose from when it comes to asking questions, hopefully at least three of them will not have already been discussed in your next interview!

About the workplace and company

What is the company culture like?
What types of flexibility is available to employees?
What plans are in place for the growth of this company?
Who is your top competitor?
What are the biggest challenges the company faces?
What are the company’s current goals and how does your team help support them?
What are your company values? Or, I read about your company values, what do you do to support diversity? (For example).
How would you describe the work environment?
Are there any office traditions?
What causes do you support outside of your usual products and services?
What do you most enjoy about working here?
What is the thing you like least about working here?
What do you get most excited about when thinking of future plans for the company?
How has the company changed since you worked here?
What is your biggest achievement since working here?
What differentiates the company from its rivals?
What does your company’s diversity policy encompass?
What is your retention rate?
How do you celebrate success?
What does success look like here?

About the team you could work in

What is the team culture like?
What is the overall structure of the department I would be working in?
Who would I be reporting to?
What is your management style?
Would I be part of a small or large team?
What challenges does the team face?
How do you deal with conflict within the team?
What skills would I have to possess to be able to help fill any gaps in the existing team?
How do you approach any skill deficits in the team?
Are there team events? What kind of team building do you usually do?
How does your team get on with other departments?
Does the team work more collaboratively or autonomously?

About the job

Why is the position vacant?
What about the role is most important? How will I be able to support management and benefit direct reports?
Are there any new products or services I will be helping with?
What would my day-to-day look like?
What kind of projects would I be working on?
What are the key skills and experience that your ideal candidate would have?
What are the biggest challenges I might face in this role?
Are there any clear ‘soft skills’ that would be required for this role?
Do you think the key responsibilities for this role will change or evolve in the next six months?
Will I need to bring my own device?
Are lateral or rotational job moves available?

About professional development

What is your company’s philosophy for further training?
What is the process for training new starters?
Is there potential for advancement in this role?
What is an example of development that others have successfully made from this position?
Do you have any training programs, planned or current that are available to everyone?

Questions about performance

How will my performance be measured?
How does the performance review process work?
What are your expectations in terms of performance for this role within the first year?
Is the role driven by how well a person can perform?
What clear indicators of success would you expect within the first six months?
What is the company’s approach to failure?

Questions to get an indication

What are the next steps in the interview process?

8 things to avoid when working from home

Wed, 26 Jun 2019 05:04:20 GMT

Working from home is becoming a regular ability in companies that offer great flexibility. It works for a lot of people, not only for school drop-offs or when you wake up and one of the kids is sick. But also for helping people to keep productive, maintaining good mental health, and allowing more time for hobbies and less time commuting! Everyone is different and sometimes working from home is more suitable for some than others. Either way, it’s not what everyone is used to so work from home days can sometimes seem a little unstructured in comparison to a day in the office. This doesn’t have to be the case though! Here are some things to avoid when working from home to ensure maximum use of your time and ultimate efficiency.

Winging it and not planning the day

Always plan your day. When you don’t have a schedule or to-do list in place, you will find yourself getting distracted easier and when you take a break for lunch or to put some washing on you might feel the need to drag out that time and avoid getting back to work. It can be de-motivating to not know what you should be working on. We suggest making a to-do list (or the like) the night before so that when you wake up you know exactly where you need to start and what needs to be completed by the end of the day.

Not starting early enough

Another thing that can slow you down is not starting early enough. Firstly, don’t sleep in. Set your alarm like any other day (or minus your commute time) and make sure you start work at the same time you would in the office. Most people even start earlier. This ensures you don’t get caught up having a long breakfast and losing enthusiasm to get started.

Working in places like your bedroom or lounge room

It seems innocent enough to sit on your comfy couch or under a snuggly blanket in the coziness of your bed but that’s for relaxing time once the day is done. For one thing, your mind and body might subconsciously connect these places to work long after you’ve clocked off which means you might struggle sleeping or resting your mind. Secondly, you will not feel like working very hard in these areas of the house or apartment. Lastly, your posture will be awful which can lead to discomfort. It’s ideal to have a designated office area and if there is no room for that then try working at your dining table or at a kitchen bench. These are spaces that are considered ‘useful’. While you’re comfortable enough in the space of your own home, you’re not too comfortable to the point of wanting to snooze all day.

Wearing your pajamas all day

This may work for some people, but it won’t for most. Especially if you have video conferences during the day! It’s wise to get dressed in a simple, casual outfit. It can still be comfortable, you might even want to wear trackies, just make sure you’ve showered and changed and feel fresh for the day ahead. Like working in bed, wearing pajamas might just make you feel sluggish, tired or restful rather than motivated to work.

Not taking breaks/getting out of the house

Don’t try to smash through everything without taking a break. It’s even more important to get up and stretch your legs a little too. Go for a walk around the block or take time to water some plants. Do anything that gets you up and active for a short time. If you are an extroverted person, it can help to go to your local coffee shop to get a pick me up and have some face to face interactions with people. Either way, don’t overwork yourself and enjoy the perks of being at home.

Not setting an ‘EOD’ time

Sometimes, when people work from home they start early and finish late! This might not be so bad if you’ve taken a sufficient break during the day. But it is bad if you’ve worked the whole way through. Set yourself a finish time or specific hours that work for you, your colleagues and your clients in terms of communication. For example communication during the day might be quiet due to colleagues or clients in different time zones, so schedule time to rest in those down times and to work when they are available. Just ensure you aren’t overworking or burning yourself out when you work from home.

Getting distracted by social media or television

This one should go without saying. It is way more tempting to just browse online, get on social media or watch tv when you’re at home. Afterall, no one is there to judge you. But it’s important to stick to your schedule. Some people enjoy the tv on in the background or music playing. Do whatever works for you without letting technology distract you from the goals you’ve set for yourself that day. It’s possible to block certain sites for a period of time (of your choice) if you find self-discipline difficult when it comes to internet browsing.

Not communicating efficiently with colleagues

Just because you are physically by yourself does not mean forgetting about your colleagues. Engage in instant messenger chats, pick up the phone for a call instead of writing a long winded email and smile when you answer the phone. These things help keep communication open and it lets others know you are happy to be contacted any time they need you even if you aren’t physically present in the office.

The next steps to take after being made redundant

Tue, 25 Jun 2019 05:21:13 GMT

Being made redundant is a challenge for anyone whether it was voluntary or enforced. Either way, the first step is not to take it personally. You must remember it was the job or role that was no longer necessary in the business, not you. If you were fortunate, your workplace may have helped you sidestep into another role or offered an outplacement service. However, not everyone has these experiences.

Here are our tips for getting through redundancy by being proactive and productive.

Remain positive

Sometimes redundancy can leave people feeling alone and a little confused about what to do next. It can also leave a bitter taste in people’s mouths. But a job search with a bad attitude will never go well. Everyone, including potential employers, understands redundancy can be a scary thing, especially because it isn’t usually anticipated or planned. In saying that, it really pays to look at redundancy as a new opportunity. With this positive outlook you will find yourself more motivated to put plans in action. With plans in action and an attitude of new opportunity, you will find more success in your job search journey.

You could even reinvigorate your career path! Many people have been made redundant and found better, higher paying jobs or different roles that suit them and their skills more. In addition, finding new work at a different company that has a need for your role will feel good because you’ll know you’re adding value.

Set yourself a budget

You may have got yourself a lump sum upon departure from your old job, however, your spending habits will likely need to change and be harnessed during a period of time where you won’t be actively earning. Although it may be hard to think about, it’s important to be logical and account for a long job search period. So, set yourself a redundancy budget and stick to it as much as possible whilst on your job search journey.

Create a routine and plan

The most important factor to achieve throughout your redundancy is not to completely change your routine. Yes, you may not get up, get ready and head to work as usual, however, this is no excuse to sleep in and go about your day with no real plans. In the first week of being made redundant it can be helpful to pause for a moment, rest and get yourself into a good headspace. However, it’s also helpful to use this week to plan ahead and set yourself some micro-goals that you can work toward in the coming weeks. After a restful week of planning, it’s a good idea to wake up as usual, enjoy breakfast and then get stuck into your job search as you would get stuck into usual work.

Here is a simple to-do list that may help you start your plan:

To-do

Update resume
Update LinkedIn profile
Reach out to friends, notify of situation
Research jobs that match my skill set
Set aside 1 hour a day to exercise
Apply to at least # jobs today
Practice interview skills

It’s important to keep active both physically and mentally to keep up with productivity. You may feel busier than actually working some days which may mean an easier day the next. But you should always do one thing a day that helps you achieve the goals you have set for yourself.

In the planning stage, you might also make time to upskill or retrain yourself to open up more opportunities. This doesn’t have to take up too much time but can be incorporated into your routine with online courses. It’s not always about going out and finding the exact same job you had, it can also be about expanding your horizons and stepping into new roles where you can apply your skills and learn more. This means to be aware while job hunting to not simply search for your previous job title but also other jobs that may include key skills and responsibilities you believe you can handle.

Work on your resume

As mentioned in the to-do list above, it’s vital to update your resume and your LinkedIn profile to include all relevant experience. We have a ton of blogs to help guide you in refreshing your resume, your online presence and how to re-brand yourself for a different career path.

Check them out here:

How to re-brand yourself for the role you want

The mistakes to avoid on your resume

The basics of LinkedIn

How to manage your digital footprint during a job hunt

How to make your resume sound more human

5 simple tips to make your resume stand out

Network

Finally, you should use all the resources you possibly can. Including the people you know. You can network by catching up over coffee with old friends and colleagues or online through professional sites such as LinkedIn. Facebook can also be helpful to reconnect with people who might know someone that could help you out. Be sincere and honest in your interactions and let others know what kind of work you’re looking for. A survey from 2016 shows that 85% of jobs are filled via networking. We don’t imagine this number has significantly dropped since then. The old saying, ‘it’s not only what you know, but it’s also who you know’, often rings quite true.

And don’t forget to remain positive.

The biggest mistakes you can make on your resume

Mon, 24 Jun 2019 12:05:21 GMT

Not using the word ‘I’

Don’t talk about yourself in the third person. It’s robotic and unrealistic. Make sure to insert some personality and don’t be afraid to use the word ‘I’. Recruiters and hiring managers see so many resumes. Don’t fade into the ‘forgettable’ category by being bland. For more in depth advice about inserting your personality into your resume, check out this blog .

Only speaking on the skills required for the job

You are more than just skills. Although, yes, they have to be mentioned to make sure you are equipped to fulfill the role, they are not the end all and be all. This leads us to our next big mistake!

Leaving out your accomplishments/results/value

What is more impressive and will make a larger impact is what you achieved in your previous roles. Hiring managers love to see not just a ‘results oriented person’ but actual results. Potential employers need to be able to see the value you can add before even meeting you face to face. For example, you can discuss overcoming specific challenges as a way to prove you are a successful problem solver. It’s not enough to say you are motivated, a hard worker, professional etc. You have to use examples.

Rambling

It’s important to note, this is a document that gets skimmed over often. Don’t ramble on or cram information. Whilst you probably have a lot to put down on paper, ensure you are being succinct and to the point. Furthermore, don’t leave in irrelevant information from very first or second jobs that do not include transferrable skills.

Having a ‘general’ resume you think can work for any job

Always alter your resume for the specific role or company. Even if it's just a few words to adjust or a couple extra keywords to insert. It can make a huge difference when the hiring manager notices that you, 1, made the effort to cater your resume to that company/position and 2, that you are dedicated. When you make the effort to find a position that is right for you, it will often show in the hiring process. Be passionate about the search as much as you are about the role you may step into.

Visually too cluttered

Avoid overwhelming the reader. Make sure there is significant white space between chunks of text and that all sections are titled and separated as necessary. You want someone to look at your resume and dissect it easily, not squinting, trying to find the information they need.

Wrong contact information

Your resume could be perfect, just what the hiring manager needs… but all that would be completely useless if they can’t reach you to organise an interview! Always double check your contact information and update it as necessary.

Not including some key words

You don’t want your whole resume to be keywords. But do insert some, especially a few that were mentioned in the job ad. These are the words that hiring managers or recruiters will seek out naturally and pay more attention to in order to tick off requirements of the role.

Typo’s and poor grammar

And lastly, of course, you have to proof read your resume. Make sure you have spelled things correctly as well as ensuring your sentences are clear and easy to read. Avoid grammatical errors, or any errors, especially if you’re applying for something like technical writing!

How to answer: ‘Where do you see yourself in five years?’

Thu, 23 May 2019 05:29:20 GMT

This is what some would call a ‘trick’ question. It’s a useful question for hiring managers to detect any red flags with the interviewees. For example, answering ‘I see myself in your position’, would be a red flag, the same as ‘I see myself starting my own business’ is a red flag. These might seem like ambitious and fair answers, but they are not necessarily going to help you get the job. So what are potential employers looking for?

Commitment/Longevity
ROI
Motivation for the specific role
Do your career goals align with the company’s goals?

Employers want to make sure you are going to be worth it and that their investment in you will last. They also want to ensure you will be committed to the role. Hence why starting a business or pushing your manager out of their job might not be looked upon favorably.

Not everyone knows exactly where they want to be in 5 years, and that’s fine but we can help you with a formula for answering this question anyway.

The formula

Break it into two parts. The first 2 -3 years then the last 2 -3 years.

In the first part, you can express interest in the below:

becoming an expert in your role
learning the position and industry
adding value
getting to work with other teams and collaborating
excitement about the position

In the second part, you can go on to things about the role which you might hope to develop upon. Make sure these goals are realistic and in line with the companies needs. For example:

being a key person in the company
being a go-to person for that position
assisting other departments
learning new skills and exploring project management or leadership roles

Not many people will settle for the same role for five years, especially at the beginning of their career trajectory, so it’s understandable to bring up leading a team or managing a project. But try not to get off track or discuss projects which indicate you won’t be there for the company in five years’ time.

What seems like a complex and hard question to answer doesn’t have to be. Just remember not to think so broadly although that’s the way the question makes you think you have to answer. In your mind, think about the question being this instead: ‘Where do you want to be in five years within our company and with this role?’ Then answer reasonably and realistically.

How to keep your team motivated

Mon, 22 Apr 2019 12:28:16 GMT

Most organisations perform better when they inhabit happy, motivated and cohesive teams. But what exactly keeps a team of people motivated consistently in order to achieve?

Below are 11 ways to keep your team motivated. These are especially important to keep in mind when busy and stressful times lie ahead as you can proactively prevent burn out, demotivation and unsatisfied workers.

Pay them what they’re worth

This is a straight-forward no-brainer. People don’t always enjoy or feel comfortable discussing their paycheck. However, it is a major motivator for many individuals. When members of your team feel they are not valued appropriately they can become frustrated and may even look for positions elsewhere. Know your teams worth and fight to pay them accordingly.

Make sure they’re aware of opportunities

An important driver for employees is knowing they can move somewhere whether it be upward or sideways from their current role. In addition, people don’t just want promotion opportunities but the ability to develop their skills. Make sure to bring up the conversation with your team about expanding responsibilities and what direction they see themselves taking. This not only generates engagement but also lets them know you are there to support them.

Ensure a pleasant workplace

There are many things that can make up a good workplace. See our blog on work culture here. Some significant factors can be hiring the right people, genuinely caring about employees, and making sure people connect – just to mention a few. On top of this, the workplace should be clean and preferably bright with some natural light.

Bring the team together

It’s important that your team enjoy each other’s company! Make time for team lunches and team building days. But more importantly, take the time to update each other on projects as they go along and organize brainstorms surrounding important developments and events. Make sure all team members feel included.

Keep communication open

Following on from team updates and brainstorms, it is the most important for a team to communicate effectively. Poor communication can hinder the team’s ability to work cohesively and can often cause unnecessary drama. According to Forbes contributor, Dean Brenner, bad communication can lead to a drop in morale, lack of innovation, failure of purpose and lack of focus. It can also cause a lack of faith in the team, especially when certain individuals have been left out or miscommunicated to.

Listen/Ask Questions

Communication is not just speaking and sharing. A fundamental factor of communication is the ability to listen. And, then after listening, asking the right questions. Hear from your people and do something about what they're trying to tell you. At the very least it is important to acknowledge their feelings and thoughts.

This tip isn’t just applicable to listening to individuals concerns. When working on projects make sure to ask the team what they think – there needs to be a sense of contributing and adding value for employees to remain engaged. It’s not always about doing work. It has to be about more, such as creating ideas and seeking solutions. This is the kind of work that feels significant.

Set clear directives and goals

When it’s time to do the work, it helps for individuals to have a clear direction. It is easier to lose motivation when you don’t know where to start or what you are working towards. This one will come down to open communication and ensuring your team knows you are open to answering questions. It can pay off to implement a ‘there are no stupid questions’ policy so that no one ever feels uncomfortable asking about something they are unsure of.

Allow autonomy

No one likes to be micromanaged! It is impossible for people to harness their own creativity and workflow when they have someone looking over their shoulder constantly. People need space to excel and to experiment with their ideas and work.

Trust

To allow autonomy, you need to trust your team. This means allowing them to work flexibly and/or in ways that work best for them. As a leader, you must understand the work ethic and style of the individuals in your team and ensure you are allowing the proper amount of freedom for them to fulfill that working style. When employees are aware that you trust in their abilities, they will have higher confidence levels and be more eager to produce quality work on time in order to maintain that level of trust.

Reward and acknowledge great team performance

It’s important to acknowledge people’s accomplishments individually… but to maintain great team motivation, it’s important to reward teamwork too. It is incredible how far recognition can go in terms of encouragement and inspiration. This can simply be more attention from you as a leader, it can mean a celebratory lunch or a bigger project that increases the impact they will make on the company. Whatever it is that you choose to do, employees will feel appreciated and recognised and this enables motivation to keep working hard in the future.

Inspire them with meaning

Purpose matters. When you are able to remind your team about the purpose of your company or the project and their role in fulfilling that purpose you will have engaged employees. In an article from thinkPARALLAX the five main benefits of purpose-driven employees come to light. They include:

Increased productivity
Improved retention rates
Enhances recruitment prospects
Increases employee pride and engagement
Employees become brand ambassadors

How to leave an effective voicemail for your recruiter

Sun, 21 Apr 2019 05:37:16 GMT

Voicemail can be an awkward experience if you are unprepared or flustered about not getting through to someone. You can often forget to mention your name and the purpose of the call or you can ramble and get off track. Sometimes, you hang up after leaving a message full of fumbling words and you think to yourself, ‘what did I even just say?’. A lot of people fear this so much they just hang up and expect someone to realise their number and return the call.

These are not the right ways to leave a voicemail! But we’re here to help. We understand what recruiters are most likely to respond to. Here are our top tips.

Prepare your voicemail

Don’t pick up the phone expecting to get straight through. Recruiters are constantly on their phones whether it’s to clients or candidates and will often have to get back to people who’ve missed them. This means you should be prepared to leave a voicemail. You can even write it down so that you don’t go off track or forget what to say.

Include the right details

Don’t wait for the beep and say, ‘hey, it’s me, how are you?’. It’s not likely the recruiter will recognise your voice over the phone. And you are leaving a voicemail so there is no need to engage in conversation by asking how they are as there is no one on the other end to answer. Here are the only details you need to include in your voicemail.

Your name – ‘Hi Manjita, this is Jane Smith.’
Why you are calling – ‘I’m calling in regard to my interview yesterday’, or ‘I submitted my resume on the 15th last week.’ You can go into more detail about the reason you are calling such as wanting feedback from an interview or wanting to know if they had come across your resume. It can also be helpful for the recruiter if you mention the job you applied for either by job number as listed on most job ads or by the job title.
How to reach you – leave the best number to call you back on. State it clearly and steadily (not too quickly). Eg. ‘If you could back to me on 0-4-6-1-6-7-8-9-6-3 that would be much appreciated. Talk soon.’

In addition, one of our consultants has recommended that a short spiel about your experience related to key skills mentioned in the job ad can increase the chances of a callback. This is mostly relevant during the early stages of your job search. The same consultant suggests if you are notifying a recruiter about a role you’ve applied for to mention the ad portal you used to apply (E.g. Seek, Indeed, Company Website, LinkedIn etc.).

Be professional

Address the recruiter as you would a hiring manager. Avoid using relaxed terms such as ‘mate’ or ‘babe’ which can sometimes roll off the tongue when talking casually. Additionally, make sure you don’t ramble or talk for too long. You only want to notify the person in order for them to call you back and continue the conversation with two people on the line.

Trusty networking conversation starters

Thu, 21 Mar 2019 12:32:54 GMT

Networking is tough! No matter which way you look at it, going into a room of strangers can be overwhelming and therefore difficult to navigate. To help you out, we have created the below infographic that explains the very basic conversation starters both in person and online. These aren’t like some of the things we found whilst researching, they’re not awkward opening lines that no one really wants to say in real life. Our selection of opening questions are common enough not to appear strange but intriguing enough not to blend in with everyone else. Our online conversation tips will guide you in the direction of what to say and when in the conversation to say it. We’ve also added a small list of what not to discuss with people you’ve just met!

Hopefully these can help you kick off a great conversation and add someone to your network.

You don't need a million questions to ask, you just need one or two and naturally the conversation will continue to flow. What are some of your favourite networking conversation starters?

What makes a good work culture?

Tue, 19 Mar 2019 05:54:39 GMT

Work place culture is arguably one of the most important aspects to candidates when looking for the right company for them. Company culture plays a large part in the attraction and retention of valuable, engaged, motivated and happy employees. But what is it exactly that creates a good working culture?

Enforcing positive values and policies that reflect them

What are your companies’ values? Make sure they are defined, actioned and enforced. Important values include diversity (including gender, race, age, sexual orientation etc.) and the need to make sure all employees feel the work environment is inclusive and non-discriminatory. It is impossible to trust and feel comfortable in an environment when you are made to feel unwanted or disrespected. Another important value could be flexibility. Flexibility means that you understand your employees are people and not just members of the payroll. They each have different schedules, hobbies and responsibilities which won’t always easily align with a typical nine to five work week. Therefore, making an effort to help your employees improve their work life balance will make a strong impact on their attitude towards the organisation and their work.

When positive values are imposed within a company, employees will usually feel more connected, be more loyal and have higher rate of enthusiasm and engagement.

Hiring the right people

An important part of what makes a great culture and helps with maintaining it is hiring people who will fit in with the existing culture (if you’re not on a mission to change a bad corporate culture). This doesn’t mean hiring people exactly like you and your team. This includes making sure you hire diversely so that there can be room for innovation, different perspectives and challenging mindsets. However, you want the people you hire to be aligned with your company values. When people clearly clash with others in their team based on their ethics and working standards there is no doubt the flow of the team will be harshly disrupted, and not in a good way. This point is especially important when hiring managers or team leaders. For example, if your employees are used to having a level of autonomy, hiring a person who enjoys micromanaging will simply not work. So, it’s important that you are asking the right questions during an interview to discover a persons’ work related values and how they match up to the company values.

Listening to all viewpoints

It is human nature for all people to want to be heard and listened to. This is no different for the employees at your company. It is painfully exhausting for an employee to be preaching an idea for weeks on end only for a senior manager to say no, then months later, address it as their own idea. Or, for the idea to be squashed all together with no explanation as to why. What’s truly important is for people to feel like they are contributing to the greater good. Make sure there is opportunity for people to voice their thoughts, opinions and potential strategies – no matter what their position in the company. This will ensure employees motivation remains high as they will care more about the company’s big picture.

Transparent communication

On that note, the above point also involves transparent communication. This is especially important when relaying the company’s goals to all employees. It will help staff to gain an understanding of where the company currently is and where they want to go. In turn, they can create their own goals to help the organisation achieve what it wants to. Employees will feel more involved and less isolated in their roles. When being transparent with company information and goals, employees will often begin to grow a sense of trust with management, which is needed when trying to create a happy work environment. Not only should an organisation have transparent communication, but simply clear and open communication among all staff to avoid misunderstandings, to overcome trying times and to remain organized and efficient. This will help curve confusion and frustration.

Create purpose and meaning

Another huge factor for employee engagement is feeling as if they have a purpose. Most people want to work for a company they feel is doing some good. This is where a loud and proud HR team will come in handy. An organisation should have pioneers who are particularly passionate about spreading what your companies’ purpose is through way of events, promotions, training, and charity involvement. All humans want their lives to have meaning, since work takes up a large part of our adult existence, it’s important that our workplaces also aim to have meaning (more than just revenue).

Connecting people

Take care of your teams. Make sure to hold events focused on bringing people together. Make regular team meetings a thing. Encourage team work wherever possible. When people care about and trust their team, they put in more effort to make things work. More can be achieved by many who are all individually motivated. To quote Ken Blanchard, ‘ none of us is as smart as all of us. ’ Connecting people also enables a sense of community which is vitally important for employee retention.

Care about your employees

Invest in your people. Whether this be providing a free meal, offering training, supporting external study, generous maternity and paternity leave, flexibility… whatever it may be. Make sure your people know they are all individuals who are cared about. And don’t only invest money. Invest time in a small chat here and there, provide compliments and praise, be a present manager or CEO. Even if you’re a giant corporate there needs to be an element of ‘family’. Unity is important in helping people to feel at home where they work. Most of this blog will help with that, but small gestures, incentives and events can help build harmony between all of your staff.

Peoplebank: 7 Time Employer of Choice for Gender Equality

Tue, 19 Feb 2019 06:12:37 GMT

Peoplebank is proud to announce, we have been recognised by WGEA as an Employer of Choice for Gender Equality (EOCGE) for 2019. This marks the seventh consecutive year that Peoplebank has been accredited with the EOCGE title. Peoplebank is one of 140 participants to receive the title this year and, like last year, are the only recruiters that qualified.

Times are moving forward. In business, gender equality is becoming a must, not a bonus. However, there is still room for improvement. Organisations must continue to enable policies and procedures that create an equal environment for all. It seems this sentiment is making an impact as more organisations than ever have received the EOCGE title this year.

Libby Lyons, Director at WGEA says that “Embracing workplace gender equality means different things for different organisations. Every employer committed to gender equality embarks upon their own unique journey towards achieving the equal participation by women and men in their workplace.”

At Peoplebank, we are able to provide our employees an inclusive environment with, a comprehensive flexibility policy, equal pay, and our commitment to reducing and eliminating unconscious bias in Peoplebank hiring processes. Additionally, we take initiative for our candidates, contractors and clients too through hosting multiple events to raise awareness around gender inequality in the IT sector and utilising a job ad decoder for gender-neutral job ads.

Peter Acheson, CEO of Chandler Macleod Group which has recently merged with Peoplebank comments, “We found our gender-diverse business units are more highly engaged, deliver improved financial performance and exhibit strong team cultures.”

As an organisation, Peoplebank will continue with our existing efforts to maintain a gender diverse workplace and will strive to improve any imbalances going forward.

9 ways to get rid of nerves at your new job

Sun, 17 Feb 2019 06:27:08 GMT

Starting a new job can be quite nerve-racking. We can go through a number of emotions and thoughts depending on the situation. Some of us haven’t worked for a while or haven’t switched employers for 10 + years. Some of us switch jobs regularly but still can’t quite shake those jitters. Some of us are moving up or sideways into positions that are new. Whatever situation we are in there are ways to help ease the nerves. Here’s nine:

Make a list of your successes thus far

Sometimes we can get caught up in being so nervous we forget about our own talents and achievements that got us there. So, acknowledge your successes, write them out and think about your contribution to the list of accomplishments in front of you. Recognise that you deserve to be in the position you are in. Some people can suffer from ‘imposter syndrome’ thinking they don’t deserve their success, that they’ve faked their way there… but no one can fake their way to success in the professional world. Believe in yourself and your hard work. It might help to repeat some positive affirmations leading up to your first day.

Establish a routine

Wake up early and create a routine a few days before you start. Then, on your first day, it will feel regular and normal, rather than new and nerve-racking. Plus, waking up early and giving yourself extra time will ease any anxiety about being late.

Focus on learning, not knowing

When moving into a new company, they do not expect you to know everything. Especially if this is a new industry or role for you. Don’t feel the pressure to know it all straight away. Focus on learning and taking in information that will help you move forward and do your job.

Write down the important stuff

For a lot of people, writing down the important things such as login details, other passwords and any instructions can help digest all the information that you will receive on your first day. You don’t have to write it all down, but just the things you know you might need or forget.

Focus on your purpose

Think about why you’re there. Think about your role in the company and how you will achieve the goals you have set yourself. When you hone in on understanding your purpose, you will be less distracted by the small things that tend to overwhelm.

Set up your work area throughout the first week

Make the space comfortable for you. Whether you have a desk or an office, make it yours. Bring some things from home, photo’s, a plant, your favourite mug, anything work appropriate. This will bring a piece of you into the workspace therefore bringing you some tranquillity.

Get to know people

Become familiar with your colleagues. This will help you feel settled in quickly. We see the same people every day, so when we create connections and establish work friends we are more likely to stress less and enjoy the day. This also means you will feel 100 times more comfortable than if you were isolated or alone.

Remember that making mistakes doesn’t mean you’re a bad hire

If you make a small mistake or two, this doesn’t mean the employer will regret hiring you. Be aware that people make mistakes. Be sure to take responsibility and to help fix your errors if you can. If there is something you feel you are consistently getting wrong, chat to your

manager and discuss some training or mentoring for that task.

Work hard, listen and act professionally

Ultimately, you were hired for a reason. Work hard, as you vouched you would in the interview. Listen carefully, know your responsibilities and make sure you are doing your best to fulfil them. And, whilst still being yourself, always behave in a professional manner to ensure you and others around you are comfortable.

What NOT to do when quitting your job

Sat, 16 Feb 2019 06:50:57 GMT

Leaving a job is usually awkward especially if bad working relationships are part of the reason you have decided to quit. But no matter the reason for you leaving (hopefully, it’s just for a new challenge) you should always resign with grace. Never let emotions get caught up in the process of quitting, especially negative ones.

Here’s what we suggest not to do.

Don’t give zero moment’s notice

Your position will take time to fill. You may even need to help train someone to replace you. All this takes time, effort and funds. Don’t stitch up your employer, even if you feel jaded by them. It is the right and polite thing to do to give enough notice so that finding your replacement is as stress-free as possible.

Don’t tell your peers before your manager

Don’t go around ranting about how you’re interviewing elsewhere and planning to leave to your colleagues. If your boss hears gossip travelling through the grapevine before you tell them yourself, you’ll gain a reputation of being untrustworthy. You may not care if you seem that way in this particular workplace, but you should. Never think your situation would be invincible when it comes to professional chatter and Chinese whispers. Also, don’t let go of an opportunity for a reference.

Don’t be bitter in your resignation letter (yes, make sure you write a resignation letter)

Always write a resignation letter. And don’t, by any means relay anything negative in writing. Your resignation letter is a notification of the time you have left and should include thankful words for your time at the company. If you are leaving due to sour reasoning, phrase it in a way that is professional and objective. Do not add your personal feelings about certain people or management.

Don’t stop working hard

After you’ve let your employer know, don’t become lazy and careless. Think about the reference you could get… do you want their freshest memory to be ‘well towards the end they just started showing up late and taking long lunch breaks…’? Keep up your professionalism.

Don’t ignore the need for help

In conjunction with working hard, also put your hand up to help. Simply act as if you were still going to be working there for the next few years. Your role doesn’t magically become redundant because you don’t want it anymore.

Don’t leave a mess to clean up

Work-wise and desk wise, don’t leave a mess! Take all your own possessions and leave a clean space for someone new. And definitely don’t leave any projects unfinished. If the project needs more time that you can’t be there for, make sure you organize a clear and concise handover for the person taking over.

Don’t forget to ask for a reference

For many, managers know that you won’t stay in your position forever or that you will eventually move on. Even when you have a great relationship with your employer, quitting can be hard as there is a lot that is unspoken leading up to the first chat about leaving. But, if you’ve listened to this list, you’ve done a great job at keeping civil. Don’t be too shy to ask for a reference. You were a good worker and should use your experience to get future work.

Chandler Macleod and Peoplebank merge to enhance service capabilities

Tue, 15 Jan 2019 06:36:28 GMT

Chandler Macleod Group, one of the region’s largest employers, will merge with Peoplebank Australia, the leading IT and digital specialist talent solutions provider. The combined entities will be known as the Chandler Macleod Group, which Peoplebank will integrate into as a business unit whilst retaining both their brand and IT / Digital specialisation. Together the two form the perfect platform for ongoing talent solutions leadership in every market and region the group operates in across the Asia Pacific.

Both Chandler Macleod and Peoplebank were acquired by Recruit Holdings Co. Ltd. 4 years ago. The Tokyo listed Japanese staffing giant now operates as three strategic business units, including Recruit Global Staffing (Headquarters: Almere, Netherlands) which controls all staffing businesses worldwide. Until today Chandler Macleod and Peoplebank have operated and reported independently into this unit despite having similar operations and locations throughout Australia and the Asia Pacific.

Recruit Global Staffing is confident that after operating separately as two very, very good, companies the time is right to bring them together to create a truly great one, primed for sustained future growth. The merger will combine the best of both organisations, enabling enhanced service capability to customers across the Australian and Asia Pacific markets. Recruit Global Staffing’s CEO, Rob Zandbergen, has stated “It’s an exciting time for everyone involved. It will deliver advantages through both scale and process enhancement, allowing business units to focus on further delighting their customers”.

Longstanding Peoplebank CEO, Peter Acheson will lead the merged Chandler Macleod Group as Chief Executive Officer and sees the merger as “…a transformational opportunity to create a significant, market leading business. We can leverage best practice of both companies in service offering, people, brand, learning and development, IT systems and industry best processes”.

Company culture will be a key focus throughout the integration process, in particular employee engagement for which Peter Acheson is deeply passionate about and committed to. His conviction has translated to a company mantra that states “passionate, engaged employees create passionate, engaged customers and contractors, who ultimately create passionate, engaged investors”.

Peter knows it all starts with engaged and passionate staff and believes that fostering a high-performance environment filled with career opportunity, agile leadership, seamless systems and constant innovation is the best way to sustain it.

Shinya Yamamoto, the current CEO of Chandler Macleod will move internally back to Recruit in Japan where he will take the next step in his career. The details of Shin’s new appointment will be announced in March.

Together Chandler Macleod and Peoplebank will work towards the Recruit shared mission to make the world faster, simpler, closer, aspiring to one’s true purpose. Staff, clients and candidates alike can look forward to not only a faster, simpler and closer customer experience, but also enhanced solutions, greater opportunity, more efficiency and more innovation.

This exciting announcement coincides with the 60th anniversary of Chandler Macleod and marks another historic progression in the life of one of Asia Pacific’s most successful and enduring talent solutions companies.

Focus on learning, not knowing

Write down the important stuff

Focus on your purpose

Set up your work area throughout the first week

Get to know people

Remember that making mistakes doesn’t mean you’re a bad hire

manager and discuss some training or mentoring for that task.

Work hard, listen and act professionally

How to get feedback from an unsuccessful interview

Mon, 14 Jan 2019 06:47:27 GMT

When you don’t hear back for a while after an interview, or are informed that you were unsuccessful, is it worth asking them why?

100% yes.

Feedback is essential to ensure you are better prepared to go into future interviews. Sometimes the feedback doesn’t revolve around any particular mistakes you made during the interview. Many times, it’s about needing a qualification or more experience. In this case, this will help you narrow down the jobs you could be applicable for or what you need to do to get the job you want.

However, asking for feedback isn’t always easy. Hiring managers are busy people, not to mention, it’s just as hard to give feedback sometimes as it is to hear it. In saying that, there are ways to get feedback and help you improve your interview skills!

When applying through a recruitment company, the recruiter will likely pass on feedback from the potential employer if you ask. Listen to them, they know what they’re doing and what their clients like.
Respond to a rejection email after a few hours. Say something like: ‘Thank you for your time and consideration during this hiring process and for letting me know of your decision. I’d like to improve myself for future interviews in hopes to land a new role. I would appreciate any feedback you could give me.’ You can guide the feedback as well, adding anything you might suspect would have been the issue. For example, did you have the right experience? Were you unprepared? Did you run late? Were you clearly nervous? Is this the right kind of job for your skill set?

You can also call the relevant contact and ask for feedback in a similar manner as above.
Don’t be bitter on your call or email. Have the proper tone. This ensures people are more likely to want to give you feedback.

Don’t try to fight against the feedback. This is a task is to help you improve, no one was dying to call you to give you slack about your interview performance. See it as them doing you a favour.
If someone doesn’t respond or answer your calls, it’s a good idea to let feedback from that person go. If you are too persistent it may come off desperate. That person can also, without thinking, complain about your incessant calls. You never know how far those complaints could travel.
Outside of asking for feedback from the company, do some self-reflection. Write down what you think you can improve on and start working on those items.

Ask friends and family who you trust to be honest about your interview experiences and the jobs you are applying for. They will also be able to give you feedback from a different perspective!

Is it time to leave your current job? Here's how to start looking for a new one

Sun, 13 Jan 2019 06:53:41 GMT

Looking for a job can be daunting and sometimes it’s hard to know where to start. But it’s important, especially at busy times of the year (such as in this month!) to be prepared before going into your job hunt.

This is the busiest time for people deciding it’s time for a fresh start at a new organisation. So, you can’t be handing out a sloppy resume or a half-hearted email and hope for the best. You will not stand out doing it this way.

Here are the steps to take when kicking off your job search.

1.

Perfect your resume. Update it. Make sure everything on it is relevant. You will come back to your resume to edit it after you’ve looked up and discovered the jobs you’ll be applying for, but first, make sure it’s as good as a generic resume can possibly be. Prepare a generic cover letter too.

2.

In addition to this, check out your digital footprint and clean it up accordingly. For some tips on this, you can click here.

3.

Clarify the companies which you are most interested in working for.

4.

Narrow down the specific roles you are a) qualified for and b) want to apply for. For industry specific roles such as technical IT positions, it’s handy to check out industry-specific job boards such as relevant recruiter websites on top of searching on Indeed, Seek and other popular job boards.

5.

Start reaching out to your network. Be more interactive on social channels such as LinkedIn especially with those who are connected with your companies of interest. Engage in conferences and industry catch-ups. Be open to starting conversation with new people and/or existing friends and acquaintances at any social event. Before you know it, you will have a wider network of people who know which way you want to go in your career and perhaps one of those people will be able to help.

6.

When you’ve got a job ad in front of you, prepare your resume in conjunction with the keywords of the ad. Save the resume as a copy for that specific role. Continue this step for all the different roles you are applying for. Keywords will stand out to potential employers and recruiters. Do the same with the cover letter if the job requires one.

7.

Start applying. There are many different processes depending on the company when it comes to how to apply. Get through as many as you can when you have the time. Avoid applying several times to the same company for all different roles.

8.

Start preparing for your interviews! Some interview tips that can help can be found here .

How to switch off over your break

Wed, 12 Dec 2018 06:57:36 GMT

Switching off from work can be difficult over a break. This applies especially to those in leadership positions who constantly have to be switched on in their daily work life both in and out of the office. For many, taking home work is easier than leaving it in the workplace.

But holidays are necessary and are for people to rest, recharge and come back refreshed and ready to go. This purpose isn’t always fulfilled if you drive yourself mad about all the work you could be getting done! Plus, wouldn’t it be nice to wind down and get some quality time with your family, your partner or even just yourself.

Here are some helpful tips that may help you calm down those work-related thoughts.

Communicate with those working through your break

Prepare the people you work with for you being away. Be communicative about what will help ease your stresses by delegating appropriate tasks to the right people. Set boundaries around how to contact you while you are on break, ensuring to only be accessible for extremely urgent matters. Communicate in such a way that empowers the people who will be helping you out. You don’t need to stress or feel guilty for being away, you’ll be able to help in the same way when your colleagues need to take some time off.

Sometimes, over a seasonal break such as Christmas, delegating can be made hard, as most of the team is away. In this case, it should be easier to relax! It’s a shutdown period, only urgent matters will need to be addressed. And fear not, most of the time there are at least a few people who do come into the office over the break who can probably handle your concerns.

Be as productive as possible leading up to your break

To ensure you are free of loose ends that can weigh you down, complete as much as you can before your holiday begins. This means cleaning up your inbox, setting up an automatic reply, completing project milestones, preparing work that might have a due date while you are away and again delegating any tasks that can’t be complete before you leave. When you know you’ve done as much as you can to date, you will feel less stressed about leaving work and readier to take a break.

It’s okay to say no

On your last day before you the break, if someone asks you for a favour or a task that you know cannot be complete in the timeframe they’re asking, it’s okay to say no. Never create a bigger workload for yourself at a time where you are supposed to be winding down. This will make it harder to relax while away. You may feel guilty to say no, but you are entitled to your time off and that means you can’t always say yes. An example response would be: ‘I’m sorry about this but I’ll be away after today, in my absence you can speak to X about this, did you need their phone or email?’.

Reduce mobile usage and avoid computers if you can

When on break, aim to cut down your mobile usage. Unless needed for alternative communications try to only check your email in the evening (if you must) after you’ve had quality time throughout the day. Since most things are available via mobile, avoid computer screens as this is just an instant reminder of being at a desk.

Be more present

Mediation isn’t for everyone, but it can be. Take ten minutes of each morning on your holiday, use this time to remind yourself where you are, what you can feel, what you can hear, what you can smell. Spend some of those ten minutes appreciating your situation. This short meditation doesn’t have to be done cross-legged sitting on the floor. You just have to be still. If you really think it might waste time, try this short meditation in the shower. Doing this at the start of your day can really set you up to think about being in the moment and not stressing about the past or the future.

Enjoy yourself

Do the things you like. Enjoy your time. Capture memories. Don’t miss out on some time off by thinking about work. You will only end up becoming frustrated with your work and workplace. They are enabling you to be on this holiday, so let yourself enjoy it.

How to be the best new employee

Tue, 11 Dec 2018 07:03:32 GMT

Being the new guy or girl can be intimidating. Sometimes, the first day is reminiscent of the first days of high school or university. But it’s also exciting. This is a fantastic opportunity to really showcase yourself as an employee and person. You will shortly become a meaningful part of the organisation you’re joining.

Here are our best tips on how to be the best new hire possible.

Online stalk the company, talk to any existing employees you know and understand the culture

This is something you’ve likely done before your first interview. Checking out the company culture is super important when it comes to making the decision to join a business. Whether you researched this aspect for the interview or not, do it before you start in your role. This will give you an understanding of the workspace. Is it relaxed? Is it corporate? Are they friendly? Are they diverse? What kind of people will you be working with? Having some background knowledge can boost your confidence going into a workplace.

Get to know your team (and boss)

After you’ve started, get to know the people you work closely with including your boss. When you know what they like and don’t like when it comes to work you’ll be able to help offer solutions to their problems or simply cheer them up. It also pays big time to build relationships with your team as you’ll be working with them a lot.

It’s great to be great to be inquisitive and ask questions to all your new colleagues around the office. When other people see that you are interested and friendly, they tend to like you.

Understand the business/industry

In some IT roles or general corporate roles, sometimes the work we do isn’t always totally specific to the industry which we work. In any case, whether it is or isn’t we should absolutely educate ourselves on the business we are in. Having a broader understanding even when our job won’t directly involve certain aspects is taking true initiative. It will help in all aspects from innovation to problem-solving.

Be a ‘yes’ person

In a new role, sometimes the unfamiliar can be scary. But doing tasks that are asked of us that we’re not completely sure about is so necessary. For one thing, you step out of your comfort zone and grow. You can learn something new, something you will likely use again in this role. And you will become someone who is reliable, who people gravitate towards. In saying all that, if you have absolutely no clue what you’re doing, still say yes! Just be sure to ask your colleagues for help. Say, ‘yes, I’d love to help you with this, do you mind if I make sure X has time to help me with it?’ On that note, don’t be afraid to ask questions and make sure you’re doing things correctly.

Do not complain!

Let’s say you’ve been in your new role for about two months now… and you’re complaining? Not a good look. Never position yourself as someone who is ungrateful in their work. Yes, sometimes stuff can get stressful or sometimes people can be difficult. But it’s best to handle yourself with respect for others and the company. In every case, there are exceptions to the rule. For example, if something occurred that was inappropriate it is okay to report this complaint to HR.

Offer help and assistance where you can

No matter what for or who for, people really appreciate someone who is willing to help them.

Give 100% and then some more

When it comes to being the new employee it’s important that you show your boss and company that they made the right decision in hiring you. You not only have to be a good fit with your colleagues, but you also have to go above and beyond for your work. Maintain a strong work ethic (see how in this blog ). Be punctual, be productive, and show off the talented, efficient person that you are.

Contractor demand booming in cybersecurity market

Sat, 10 Nov 2018 07:06:35 GMT

The growing number of cyber threats and changes to privacy laws are pushing up demand and salaries for cybersecurity specialists, but the candidate pool remains static, according to recruiters in the market.

Shortlist asked specialists to share their thoughts on the current demand, opportunities and challenges in the increasingly busy cybersecurity recruitment space.

David Smith, General Manager ACT, Peoplebank commented that "It was a little quiet in Canberra until about three months ago, but it's picking up. The market is government demand-driven, and since the privacy changes earlier in the year, the government is doing a lot around digital. We're seeing strong demand for contract roles across a range of skillsets in cyber, not just cybersecurity specialists.

Demand outweighs supply across the board. We're also supplying people on the autism spectrum to government clients and other firms that are implementing Autism at Work programs, including DXC's Dandelion program , and cybersecurity is one of the niche areas that we supply to them."

When discussing salaries and contract rates, Smith stated "Rates are high. Your average cybersecurity specialist with three-to-five years' experience is getting $1,000 a day; cyber architects are $1,300-plus a day. On the perm side, salaries for cybersecurity specialists are around $120–150k, and architects are well over the $200k mark. They're in hot demand in Canberra because they need to have national security clearances."

This excerpt is published with permission of Shortlist.net.au . Please click here to continue reading the article in full (free trial or subscription required).

Important career questions to reflect on at the end of the year

Fri, 09 Nov 2018 07:13:15 GMT

Are you happy at your job?

This is a super important question and it should be asked not only at the end of the year but throughout the year. Your job satisfaction not only affects you, but it affects your colleagues, your company, your family and your friends. Your attitude towards your work can completely change your demeanour and interaction with others. It’s important to be happy in your job so that you feel motivated enough to do great work. Signs of being happy include: feeling recognised, feeling as if you’re adding value, enjoying colleagues’ company, feeling a sense of purpose, not letting one bad day/meeting/encounter make you hate your job, being motivated, enjoying your work (for the most part) and so on.

If unhappy, why? What can be changed? Is it in your power to make that change?

If you’re feeling truly negative about your job and position, consider why… Is it bad management? Is it a bad cultural fit? Do you feel undervalued? Are you not being challenged? Is the work no longer satisfying? Is there no room for career growth?

Whatever the reason is, think about if you can change it. Can you have a meaningful and constructive conversation/meeting with your employer to air your thoughts and feelings? Do you need to consider asking for a promotion or pay rise? Do you need to start looking for a more appropriate company or role? Think about the steps you can take to improve your situation. List them down and keep them in mind when setting new goals.

Have you improved or expanded your skill set?

It’s valuable for you to consider what you’ve learnt in the past year. If you’ve gone along doing your job without learning anything, maybe that can be a goal for next year. Learning new skills is vital in our modern economy especially with all the technological advancements being implemented. It’s important to always be learning, in any role! Things will always be updated, and processes will eventually change. Taking initiative to get ahead of the game will be great for your reputation going forward as well as for your own personal development.

What can you improve upon?

After knowing you’ve done a great job with many things, think about all the things you might want to do differently in the future. Can you deal with certain personalities better? Do you need to be more organised? Did you handle X situation in the best way?

Think about any mistakes you made and take responsibility. Be conscious of what you want to do differently next year.

Have you stepped outside of your comfort zone?

Did you challenge yourself and put yourself in beneficial situations you mightn’t usually? If not, add this to your goals for next year! It takes courage and a little discomfort to leave the bubble of work and colleagues you are familiar with. But stepping out of our comfort zone is an easy opportunity to help us grow and deal with change. It’s outside of the comfort zone that real character development happens! Don’t be afraid.

What are your goals going forward into the new year?

Of course, lastly, it’s vital to think about what you want your goals to be for the following year. They could be to do with the questions I’ve mentioned here. Or they could be to do with other concerns. Ultimately, as long as they are specific, measurable, agreed upon (with yourself or others), realistic and time-based, then they are smart goals.

Great candidate qualities: Tips from our consultants

Thu, 08 Nov 2018 07:09:45 GMT

Peoplebank consultants work with candidates and clients all day every day. One of the most important parts of our job is to understand the clients wants and needs. When we have a clear understanding, not only can we go and find the best candidate for them, but we can offer our candidates the best advice surrounding their job search journey.

Here are some of the most promising candidate qualities, according to our consultants:

1. “The combination of technical and communication skills is what most clients seek. Specifically, the ability to explain what you do to a non-technical audience and what it means to them.”

2. “The ability to speak about their achievements and where they can add value to a potential employer rather than just listing duties and responsibilities.”

3. “Business acumen and speaking ‘laymen’s’ terms.”

4. “I’d say any candidates who are willing to tweak/update their resume after speaking to you and finding out more about the role, obviously without fabricating anything. Also, I’d say the candidates who are keen to find out more about the interview and they what they’ll be asked, within reason. Enthusiasm is always a good sign!”

5. “Candidates who show they’ve prepared and have a keen interest to learn about the company they’re meeting tend to perform well in interviews.”

6. “Definitely making hard to understand concepts and skills simpler and easier to digest.”

It seems like there is a consensus that good communication skills are vital, especially in terms of making difficult topics easy to understand. Our consultants also clearly see the value in someone who puts the effort in and is not only smart but enthusiastic about their journey.

Peoplebank partners with Mumba

Wed, 07 Nov 2018 07:16:55 GMT

We are pleased to announce that we have joined forces with Mumba, a company that provides an award-winning innovative mobility solution for companies with large or dispersed workforces. This is a commitment to further improve our already high customer satisfaction levels.

We have over 3000 contractors in Australia onsite with clients at any given time. We are the number one supplier of IT talent to the federal government and a leading supplier to state governments, financial institutions, telcos and the travel industry.

Peoplebank focuses heavily on their customers’ experience and is proud to uphold extremely positive Net Promoter Scores for both contractors and clients of 61, outstripping the professional services industry benchmark of 59 by two points. We take the view that our people are our product and our product needs to be exceptional.

To further enhance the services we provide, Peoplebank is happy to announce our agreement with Mumba. This collaboration is a worthy investment in technology to simplify our contractors working lives and admin. The Mumba application is an easy-to-use engagement hub that will allow for self-service, single sign-on and simplified processes. Peoplebank believes Mumba will empower contractors with effortless procedures around accessing payslips and updating details from any location.

Our CEO, Peter Acheson comments that “Mumba puts Peoplebank in our contractors’ pockets and saves contractors the hassle of logging on to several systems in order to get paid, access benefits and receive communications.”

“This demonstrates that Peoplebank is proactively taking strides to provide the ultimate digital service in the market,” Acheson concludes.

Women Leading IT

Sat, 06 Oct 2018 07:14:44 GMT

To say that the event was a success is an understatement.

We were thrilled to be in the company of amazing speakers and amazing women who are leading the way in tech. It was an inspirational evening MC’d by Peoplebank Account Manager, Stephanie Zuniga-Maher with speeches and a panel discussion from UTS Insearch’s Head Of IT, Sarah Chaloner; Rabobank’s Head of IT Systems, Alexa Glynn; WGEA’s Executive Manager of Engagement, Kate Lee; and LinkedIn’s Head of the ANZ SMB team, Reika Phung Dzupinka. They all shared their valuable insights and experience with both seriousness and humour. The energy in the room was wonderful as the audience was engaged and ready to ask questions.

Sarah spoke about how there is no ‘typical’ IT worker and shared with us the story of bringing her team together by engaging them in a not so typical way that brought out their creative energies and passions.

Alexa gave us insight into her career journey that has taken her from the UK to Holland to Australia and led her to her current role as Head of IT Systems for Rabobank.

Finally, Kate presented a business case of Gender Equality including some facts and visuals that both inspired and stunned us all.

Reika Phung Dzupinka of LinkedIn joined the panel and shared her knowledge and experience in leading a team of over 30 people at a company that champions Diversity, Inclusion and Belonging as a part of their global strategy.

The event wrapped up with a closing from Peoplebank CEO Peter Acheson, who spoke about Peoplebank’s commitment to gender diversity.

We were grateful to have partnered with LinkedIn on this event, they were more than generous in letting us use their offices for the evening and truly made everyone feel welcome.

We are so excited that we were able to host this community of women and are looking forward to our next event coming in 2019.

Why to upskill and how?

Fri, 05 Oct 2018 07:22:30 GMT

What is upskilling?

Upskilling is all about adding to your skillset. We all have rudimentary skills that apply to our jobs, then there are specialist skills and soft skills. All these kinds of skills can be built upon, and they should be built upon! More now than ever.

Why do we need to upskill?

There are several reasons why it’s important to upskill. First and foremost, as mentioned in the World Economic Forum’s article, ‘ Preparing for the Future of Work’ technology is accelerating at a crazy pace. Machines are increasingly able to outperform humans when it comes to certain tasks. With a fast and increasing focus on AI, people are going to have to learn new skills in order to prevent themselves from becoming redundant.

Technology is changing everything but there are also political and geographical matters that seem to be transforming businesses and the way people operate. By upskilling, we can help prevent any shock of uncertain circumstances and changes. We can future-proof our employment by increasing our skill set.

Upskilling is also a great opportunity to expand your horizons. The more you are willing to learn and grow the more potential employers will be interested in you. You may also find yourself moving up the career ladder quicker by upskilling.

You never know, you may find a new passion when learning about new things.

How do we upskill?

Businesses should be investing in specific training and employees should be participating actively. In terms of training, interactive sessions are great and several sessions that cover a range of information on the given topic and how to put that information to practice is key. If employees want to take up external study to do with their line of work, employers should also be supporting and encouraging this. External study is a great way to gain accreditations and expert knowledge that will help you go forward in your workforce.

However, school and formal training isn’t everything. Many businesses are increasingly preferring experience over degrees. To gain more experience and expand your knowledge this way, you can learn from colleagues. For example, you can shadow someone, or help on a specific project that is not necessarily in your job description. Another way to learn on the job is to challenge yourself and ask your manager for opportunities that are more difficult that will force you to adapt and learn.

It's also important and should go without saying that you need to remain informed about your industry and industries that have a relationship with yours. This can help with several things. For one, it can assist you in understanding the kind of career path and journey you’d like to take. You’ll see how with the increase of tech also comes increase of more obscure and new jobs that didn’t exist when you entered the workforce. This is exciting. It means there is, in fact, more opportunity for you rather than less. Secondly, when you’re up to date and have knowledge of your industry, you’ll know exactly what skills you need to gain or grow.

Time needs to be dedicated to upskilling from both a company perspective as well as an employee perspective. Technology isn’t slowing down, and the workforce is changing by the week, it’s important that we remain as relevant as we can possibly be.

12 ways to impress a hiring manager

Thu, 04 Oct 2018 07:24:02 GMT

Arrive ten minutes early

Arriving late can make a big impact on someone’s first impression of you. There are always situations where we can run late such as being stuck in traffic or because of public transport cancellations. But sometimes the interviewer will not be open to hearing about what went wrong. Be prepared and be on time. Being punctual makes a good impression because it shows that you respect their time.

Bring an extra copy of your resume

It’s good manners to keep an extra copy of your resume for interviews. This is helpful for the hiring manager to reference throughout the process. Some hiring managers will have a copy of your resume themselves, however, to have one shows you’re willing to help make their lives easier.

Dress neatly and suitably – as you would on your first day on the job

Being well presented also makes a good impression. You should have a good idea of what the company culture is from your research of them and this will help you understand the appropriate attire. Make sure your clothes are ironed and clean. In general, be neat, try not to make your clothing stand out to the point of being a distraction.

Use their name and make eye contact

Using a person’s name can go a long way. Just as much as making eye contact when you speak with someone. These small gestures show respect and intellect as well as making you more likeable.

Be aware of your body language

Going on from the last point, be very aware of your body language. Make sure you are displaying positive body language. Avoid crossing your arms, as this can seem as if you are uncomfortable or hiding something. Stand and then sit straight and tall, smile, nod to show interest, make a reasonable amount of eye contact, use your hands when you talk and reply and avoid nervous habits such as tapping your leg or fidgeting with your hands.

Be polite to the receptionist

Always be polite to the receptionist. In fact, be polite to anyone you encounter when you enter the office. It’s been reported that quite a few hiring managers enquire about a candidate’s behaviour before the interview. It’s important for hiring managers to know that you play nice with people and are a general pleasure to be around.

Be open to small talk

Don’t shy away from small talk. Sometimes it can seem like it’s just filling an otherwise awkward silence but in fact, you are building rapport. It can also help you feel more comfortable with that person when it comes to answering actual interview questions which will lead you to answer questions better.

Be confident and enthusiastic

Remember that out of all the resumes that landed on that hiring managers desk, you were one of the chosen ones. Show a sense of confidence, you are talented, and you have the experience for the job. You have to keep in mind, you are also scoping out whether this company is the right fit for you. On top of being confident, show enthusiasm. Be passionate about not only what you do, but what you can do within the given company.

Demonstrate what you know about the company by highlighting what you like about them

Another way to show enthusiasm is to outline why you are interested in working for that company and what about them specifically appeals to you. This is not just a good way to show that you’ve researched. It is also impressive to a hiring manager if they can see you have a genuine interest in the greater good.

Be prepared for common questions

You don’t want to get stuck on questions that are commonplace in an interview. Peoplebank has a whole page of common interview questions that you can peruse and prepare with here . It’s appealing for a hiring manager to know you have prepared and given the interview some thought.

Tell a story

When answering questions, try to word your answer into short stories and anecdotes. These kinds of responses leave more of an impact than generic responses. Especially if you have an interesting story or two.

Ask questions

Have you ever been in an interview when the hiring manager asks, ‘so, do you have any questions for us?’ and then there is an awkward, ‘uh, no’? The reason the no is awkward is because we know we should be asking questions. Sometimes our nerves can get the best of us and we just want the interview to end. But it’s so important to ask questions. Not only to impress, but also to find out things you should know before deciding if the job is right for you. Here are some questions you could ask in your next interview.

Aine's Staff Story

Tue, 02 Oct 2018 07:26:44 GMT

I first joined Peoplebank back in August last year (2017). I had already been in recruitment for a year and decided I wanted to join a company I could see myself with for the long term. Preferably, where I could grow and learn from those around me. After talking with Peter, my now manager, he had me. He worked his sales magic and I was sold on Peoplebank.

What I love about working here...
First off, my team. We are all very different, which makes it work. You don't need to be in recruitment to know it has its highs and lows. The people you surround yourself with 8 hours a day become so crucial to your mentality, productivity, learning and how you get by. They celebrate the highs, coach you through the lows and make sure there are plenty of laughs. I’m lucky enough to work with account managers who have been in recruitment and with Peoplebank for years (I’ll not say how long, or they’ll kill me). What I’ve learned from them has been fundamental to shaping who and how I am as a recruiter and I cannot thank them enough.

What I love about my job...
Helping people. It’s the first answer I always give and to me the most important. Yes, there’s the commission and the social side but that is secondary. Cheesy as it is, that’s what it comes down to for me. A memorable moment for me was when I was given a permanent role in rural NSW to recruit for recently. It was in a small town and the technology stack and requirements were initially a bit daunting. In the end we placed the role, it was someone who was actually from the town who had to move away to find suitable work as there weren’t too many options. But he really wanted to get back and he knew the company. Filling that role and helping both the company and candidate was such a good feeling. It was nice to know I helped get the candidate a role in a company he knew and in the best place for him too.

What is a difficulty I have faced?
Candidates and clients alike understanding and pronouncing my name. I love having an Irish name, but the daily struggle is so real! In all seriousness though, the most difficult thing I’ve encountered is also one of the best things too. At Peoplebank we work in vertical markets, so we understand our clients’ needs very well. But it means that I work on several speciality IT jobs which aren’t limited to one area. The roles I recruit for change from day to day. No week is ever the same. Before this, I mainly recruited in software development and I knew it quite well. I joined Peoplebank and started recruiting all across IT. This was a learning curve but now I love it and I know it will hold me in good stead for my career. I feel now that I’m very knowledgeable about Project Managers to Network Engineers to Solution Architects to UX designers and everything in between.

What I’ve learned...
I've learned a lot within my first year at Peoplebank. I've learned in much more detail the process/processes of recruitment. I work within the major accounts team, so I recruit for some of Australia's leading banks and telecommunications organisations. We work to a high volume of work, so I have to select and send candidates within a short window. I've learned to work fast and efficiently. The way we work in my team is with the attitude that everything is urgent.

Where do I see myself going from here?
My goal is to progress my way up within Peoplebank and learn as much as I can. It’s a great company with a great culture. I never dread coming to work, how lucky am I. Thanks Peoplebank for a great year and a bit!

The 5 major benefits of hiring contractors

Mon, 01 Oct 2018 07:28:24 GMT

Specialised talent

Contractors are often experts in their field with plenty of experience on multiple projects. With niche knowledge and understanding behind them, a contractor will likely provide better standards of work. And if client facing, they will appeal to a higher calibre of clients based on the way they can conduct themselves and share information about the project.

Another bonus of hiring specialised talent is that you will experience immediate productivity. Most contractors will require very little training, if any, to begin the project. It will take them less time to dive in and start making a difference than a regular new hire. Using staffing agencies, such as us at Peoplebank can also help in decreasing the time consumed in hiring a contractor. We have a large database as well as an array of sourcing tools that help us to find the right person to fill your role.

Hire per project

Organisations can have more flexibility when hiring contractors. Hiring per project means you can hire people for specific needs depending on what is coming up for your business. It also means that if your company needs to re-work your budgets and costs, you aren’t obligated to renew a contract after it ends. Overall, a company would be smart to hire contractors as this allows for expansion or reduction of employees as the company sees fit.

Cost-effective

While contractors often earn more than permanent employees when comparing salaries, they can actually be cost effective for companies. This is mainly due to the fact that a contractor is often employed for less amount of time and paid per hour when required. Many contractors are flexible with their hours and don’t always work full days or weeks if they have completed necessary tasks within the given timeframes. Contractors also forfeit benefits such as annual leave which can cut your costs.

Less time consuming for management

Management often have to oversee their staff. Hopefully not in a micro-managing type of way, but in a way that ensures your staff are on track and that they are getting the support they need. Catch ups with permanent teams can be quite time consuming when added up.

A contractor will require less consistent catch up’s as they will be briefed initially about the entirety of a project. If a contractor needs support, information, or anything from a manager, they are likely to take initiative and ask rather than wait to be checked up on.

More dedicated

Because contractors can be more selective about the projects they step into, they are often more passionate and focused when stepping into a role. With this kind of energy, a contractor will have more incentive to deliver the project within a reasonable timeframe to a high standard. They will be less distracted by other office antics or drudgery that can sometimes hold permanent employees back.

3 Sure Ways to Keep Good Habits

Sun, 02 Sep 2018 07:30:42 GMT

Starting a routine with healthy habits whether it be for work or in your personal life is one thing. It’s a whole other thing to keep up with the good habit. If I had a dollar every time I’ve started an exercise routine and monumentally failed to stick to it… I’d have about $10. But that was before I had these tips in mind. It all makes sense now why it wasn’t working.

Here are some Peoplebank Digital tips on how to start and then stick to healthy habits.

1. Don’t start all at once (pick one habit to start with)

Don’t overwhelm yourself with trying to start too much at once. This usually prevents you from making any habit stick because you’re setting your expectations too high. We are all busy and sometimes find it hard to simply cook a healthy meal upon getting home from work. When we try to multiply our cold calls by X amount and start exercising every lunchtime and start a healthy diet and start meditating all at one time, you will find all these extra lifestyle choices become chores that we ‘don’t have time for’. We all know where this phrase leads us; right back to where we started.

Start slow.

Introduce one habit at a time.

And don’t start trying to create another habit until you know the last one is consistent and stuck!

2.Set overall goals with minor quotas

Let’s pretend you’re someone who drinks no water whatsoever. Imagine you want to start drinking 2 litres of water a day at the bare minimum to improve your health. This is a big goal, an overall goal.

Then set yourself minor quotas or miniature goals to keep. Start small, keep a litre bottle of water on your desk at work or at home, as well as a smaller glass of water. The miniature goal would be to drink the smaller glass of water. More often than not you will find you drink more than just the one glass.

Eventually, after you have surely completed this goal every day (and more) start a slightly bigger goal, make sure you drink the litre bottle of water.

Eventually, you will be refilling that litre bottle.

Eventually, you’ll be drinking 2 litres of water.

The major point here is to start with the bare minimum and gradually work towards something more. It’s the exact same as setting normal annual goals and ensuring you put the steps in place each month to eventually get to what you want to achieve in the end. Take note of the little achievements and celebrate them too. This will motivate you to go forward and smash the mini goals with bigger, better ones.

3. Follow James Clear’s 3 R system: Reminder, Routine, Reward

This blog has some excellent pointers as to how, once you’ve created a habit, to really engage and keep consistent with it. Clear’s system is that we should set up a reminder (a trigger), recognise the routine (the behaviour) and understand the reward (the benefit).

Make sure the reminder correlates or is part of something else in your existing routine. Clear uses the example of adding a bowl of floss near his toothbrush to encourage himself to floss. That was his trigger.

Then you do the action. When you do the action enough, it will become a habit. But you also need to keep in mind the reward.

The reward is what makes us understand this habit is worth it. When we eat better, we feel better. When we exercise, we release endorphins that make us feel happy. When we drink enough water, we feel hydrated and less hungry. The list goes on. Really appreciate the reward.

By enjoying the reward, when we see the reminder/trigger we are more encouraged to perform the routine.

What are the benefits of an agile work environment?

Fri, 31 Aug 2018 07:41:07 GMT

There are significant benefits for both employees and employers when it comes to organisations that implement agile working. But first, what is agile working?

An agile environment is built on particular values and philosophies. When a company knows their workplace goals and their desired company culture, they can tailor a set of practices as well as the physical space to make it agile. Ultimately, agile working aims to produce a productive and flexible environment. This can be utilised in different ways by different companies, but typically it encourages an open working space and unassigned seating. This encourages teams to work independently with the ability to come together when they feel it’s needed. It also means employees can work remotely as long as their work is still considered productive.

Essentially, agile working focuses on the performance and the focus of an employee rather than about where they are working.

So, what are the benefits of this?

For employees

Better collaboration

Improved collaboration comes from better technology and more of it. Especially when people are working remotely and can easily chime in with one another from wherever they are. For example, phone or video conferences can be had from anywhere with a laptop and a mobile device. This means that booking a meeting room could be made unnecessary! With communication channels such as Microsoft Teams which allows both quick conversations between individuals or groups as well as efficient file transfers and more, writing an email that sits in someone’s inbox for hours if not days can be history.

In addition, when people are not always in the same vicinity, they will come together when truly required which can save time and energy on unproductive meetings.

Work-life balance

It speaks for itself that when you can work flexibly your work-life balance improves. Being at your desk from 9 – 5 in an agile environment doesn’t mean you’re working productively. In an agile workplace, the manager knows that each person works best in different ways and that an employee’s workday should comprise of the best practices and spaces for them. As long as the person consistently produces quality work. Because of the technology I mentioned earlier, flexible work is made easier, so workers can be in control of how they manage their time.

Job satisfaction

Having some more control over your own schedule and working in ways they best suit you will often increase motivation and job satisfaction. Usually, an employee will be able to minimise distractions and therefore be more productive.

For employers

Reduced office costs

This is kind of obvious. When people are able to work remotely, from their homes or anywhere else, there is less need for bigger office spaces and other equipment. If a company is open to a completely remote worker, they can hire from areas where salaries are lower yet still obtain employees of the same calibre.

Talent acquisition and retention

The fact is, people want to work flexibly. The working world is moving into a space where ‘working to live’ is the right way to think about work, rather than ‘living to work’. This isn’t to say people care less about their work, but that they acknowledge that things outside of work are higher or equal on their priority list. Plus, it’s no secret that businesses that offer flexible working arrangements have employees who take less sick days as well as maintaining less turnover of staff.

If you offer flexible working options, more people will appeal to your organisation and you’ll be able to keep quality employees for a longer time.

For both

More innovation

With employees in a less stringent work environment and an office space catered to the way the team works, employees become more engaged and therefore more switched on. This can increase creativity, problem solving and innovation.

Increased productivity

Throughout the entire blog, you’ve probably realised an encapsulating theme: productivity. The root of agile working is to improve productivity which will then improve other skills. This is good for both employees and employers. More quality work from an employee will help them feel as if they are truly adding value, they will be engaged with their work and they will feel happier about showing up. For businesses, you’ll have the quality work, usually produced in shorter time spans leaving room for more to be accomplished within the same parameters as other businesses who don’t utilise agile working.

The Job Search Trends That Are Here To Stay

Mon, 30 Jul 2018 07:43:37 GMT

Job searching has evolved tremendously in the last few years, mostly based on changing and growing technologies. This means that the job search experience is now different for everybody including job seekers, recruiters and hiring managers. This blog will outline the job search trends that are likely here to stay.

Social Hiring

More and more people are looking for jobs on online social channels. Particularly, on LinkedIn. It’s going to become vital (if it isn’t already) for recruiters and hiring managers to be using these platforms to find not only passive candidates but active candidates. For example, over nine in ten candidates are happy to be approached for jobs via LinkedIn and over 80% would apply for a relevant job that appears in their feed.

Sites like LinkedIn have become a major resource for professional networking, as evidenced by an 85% take-up rate among job seekers.

Not only is social hiring escalating but the way that job seekers investigate the companies they want to work for is a prominent trend. A company can have a perfect website with plenty of curated information and images, but a job seeker is more interested in what a company’s social media says about them. This is mostly because of the colloquial nature of social media – job seekers feel they can find more about the inside of a company through social networks. Job seekers are also keen on the opinions of others about a company which is why sites such as Glassdoor are increasingly popular. Glassdoor allows job seekers to view reviews about the corporate culture, average salaries, how interviews go, what the benefits are and what jobs are available.

The moral of this job search trend is that job seekers, recruiters and hiring managers need to be particularly active and consistent on social media, especially sites such as LinkedIn where people are finding jobs and employees at an increasing rate.

An Agile Focus

Technical skills and experience will always be important. But more than ever, with a steady flow of new technology and transformations in all businesses, the ability to adapt and be open to change is hugely valued. Soft skills, including adaptability, problem-solving, innovation and creativity are more required than ever before. These kinds of skills in a candidate will give a company peace of mind after a new hire begins, trusting they won’t have to replace or go through the recruitment process several times because an employee cannot handle change.

These skills aren’t always easy to find in people and are often difficult to measure via resumes and even in interviews, so hiring strategies should be transforming to actively seek out these kinds of soft skills that will be necessary moving forward.

AI

Obviously, AI is already playing a huge part in recruitment and the entire job search experience. Many companies use parsing technology to weed out resumes that don’t require a follow-up. The tough part for job seekers is that you won’t always know what filters a company is using in this technology and what exactly to avoid when sending in a resume. Here are some general tips and tricks in one of our other blogs for when you are applying directly to a company.

For recruiters, it’s time to train up and use AI to your advantage so that you can increase your productivity and simply be better at your job. When AI assistants and other AI tools are available to recruiters, they will be able to focus more on their clients and candidates and enhance the human element of the job search.

Data and Analytics

Data and analytics move things along at a faster pace and allow companies to be more productive and more profitable. The aim in the future will not be around increasing the importance of collecting data (it’s already a high priority) but it will be more about investing time, effort and money into technology and training to make sure the correct data is being documented in the right ways so that analytics will be effective when it comes to talent acquisition. Usable data is key.

Expertise

You may have noticed a trend in very specific job titles, that’s because companies need people who are great at very specific things. Especially in IT, specialist skills are a high priority. Many people can get away with being generally good at several skills, but specialists in their field are increasingly desired by companies. This one has been vital for a while and there are big doubts that specialists will be a fading priority.

Common Questions from Candidates to Our Recruiters

Sun, 29 Jul 2018 07:48:24 GMT

Here are some common questions we're asked by candidates who haven't been job searching for a while!

My career break shouldn’t matter, I’ve got plenty of experience, so why haven’t they called back?

The most important thing to remember is that employers will always wonder about blank spaces. No matter the reason you took a break, it is important to update your resume with what you were doing in that time. Be honest and open, employers will appreciate this. If people don’t know things they often assume – so don’t let them do that. Get ahead of the game. You’ll have to update your resume anyway so there’s no struggle in writing a short two or three sentences explaining your absence from the workforce.

Bonus tip: If you write a brief explanation of your break (E.g. To raise my children or sabbatical so I could travel or was made redundant and took the opportunity to go back to University). Whatever it may have been, also include the things you learned in that time. Think about transferable skills and how they could work in the job you are applying for. After all, life experience is just as, if not more important than work experience.

How does LinkedIn work, I don’t get it?

LinkedIn is a really great way to network and it’s also one of the top places that recruiters are searching for candidates to fill their available roles. But not everyone understands LinkedIn because it falls into the category of social networking which is something that has boomed in recent years.

It’s hard to answer how LinkedIn ‘works’ in one small paragraph so I’ve created a separate blog to explain the basics. Click here to read .

I received a courtesy email saying they will call me back if I’m suitable to the role, but I haven’t received a call?

This one is all about the recruiter. They should be calling you either way. Though, to answer this question, the reason they might not have called is because they haven’t yet found that ‘suitable role’.

However, at Peoplebank we know that ‘no news, is news’ to a candidate. We will try to keep candidates updated on progress for the roles they have applied for. If you have simply joined our database, we will inform or contact you when the right role comes up.

Is flexible work available?

Dependant on the company, flexible work may be an option. However, it's sometimes best to work the probation period and prove your productivity so that your manager will know and trust that you can efficiently work from home. Or that you can start earlier even if they aren't there, so you can leave earlier. This is a conversation for you to ask within your interviews however if it’s a work perk often the recruiter will mention this to you when they give you the details.

What do I do if this role needs me to start ASAP, but I need three weeks’ notice?

This is another thing you will have to be open and honest about. If you need three weeks, then you have to let them know that and why. If you could cut three weeks down to a shorter time frame that would be even better. But we understand you might not always be able to do that. If you’ve interviewed well and your resume is up to date and looking good, you might just be the one they really want – in which case they’ll wait for you. But if they have a plentiful of options don’t ride on the one offer and keep applying to other positions.

If you have any more questions you'd like answered, let us know! I will personally ask our experienced recruitment consultants to get you the best answers.

Why Flexibility in the Workplace should be Essential

Sat, 28 Jul 2018 07:49:53 GMT

Workplace flexibility can be categorised as remote work, a shorter work week, altered start and finish times and other set-ups alike. The boom of flexible working strategies starting in companies who wish to remain current was ignited by the want and need for work-life balance. Everyone now realises it is necessary, not only for employee wellbeing but also for employee productivity. Here are the main points that show the impact flexibility has in the workplace.

Improves work-life balance

A lot of people constantly think about work, and if that works for them, that’s great. However, it’s important to be mindful of life outside of work too and to make the most of the time away from the workplace in order to re-energise. This is what work-life balance aims for. There is a common saying that goes something like this: On our death beds, we won’t be wishing we took more time to send emails, but that we took more time to be with the ones we love. This kind of attitude is what work-life balance is about. We have to take the time to separate our work from life in a healthy way.

When employees can work flexibly, they will have the opportunity to pursue other hobbies, be with their families or simply recharge in order to be more switched on when at work. When you encourage work-life balance, you encourage personal growth, which is something you should be aiming for from all employees so that they can continue to grow and become better at their jobs. A better balance between work and life means less stressed, happier and more motivated employees!

Builds trust

When you trust employees to work from home or to get their work done within a four-day week instead of a five, you show them that you have faith in their capabilities. When employees feel that you trust them they are empowered and will likely work hard to maintain that trust. They will also have a more positive relationship with the company which aids determination and strong work ethic. With trust from an employer, an employee will become more autonomous and be able to self-manage and self-motivate.

Reduces stress

As mentioned when speaking about work-life balance. Stress can be reduced by flexible working options. If a mother or father knows they have to drop their child or children at school at 8:30 am but feel the pressure of being at work at the same time, naturally, they will start their day stressed. On the other hand, when there is a conversation about this which allows the employee to come in later and leave later when they need to drop their kids off, that would make them feel more comfortable and stress-free. Simply being open to conversations about options for employees will relieve their own personal anxieties and help them to focus better on their work, rather than the logistics of being in the office.

Good for morale

Generally, people who work in flexible workplaces have more drive and are happier employees. It is proven that people who can work from home take less leave and sick days. When you have happier employees, who enjoy the culture of the workplace they will feel better about coming to work.

It’s simply smart

Depending on the flexible arrangement, working in a place separate and within a different environment to your usual workspace can inspire creativity and new ideas. When employees are out in the world more, either telecommuting or with a flexible schedule, they see more and can have more life experiences which often reflect well in the workplace.

There is also the simple benefit of reducing costs within the office. Some companies are entirely supported by people who work remotely amounting to extremely low office costs.

Lastly, when looking for people to employ, there will be an abundance of candidates who are interested if they know you support flexible work. Especially, mums or dads who want to get back to the grind as they will appreciate the open-mindedness and will want to have the opportunities that you can give. It also means you could hire people in different states or even around the world (we have FaceTime now and video conferencing which makes so many things possible). Either way, you will be broadening your talent pool!

Work Perks at Top Tech Companies

Fri, 27 Jul 2018 07:54:41 GMT

It’s human nature to wonder what it’s like to work at a company so big that their work perks speak volumes about building a strong and enjoyable work culture. This blog is a compilation of the work perks at just some of the biggest tech companies we know. Enjoy! And don’t get jealous.

Let’s kick it off with one of the most well-known…

Google

Two offices have an onsite gym, and two other offices allow pets to be brought in. They receive a wide variation of free meals and snacks that are healthy and delicious all day round. At the Mountain View campus, there are free cooking classes that can be taken as team building exercises as well as free shuttles to and from work every day. Some offices offer massage therapists, physicians, chiropractors and physical therapists onsite!

According to some responses on Glassdoor, a Google intern on average makes $5,678 per month which is more than some full-time employees in similar jobs elsewhere.

Google supports parents generously with six weeks of paid paternity leave and eighteen weeks of paid maternity leave. This includes a bonus that helps new parents with necessary expenses such as nappies, food and formula. When parents return to work there are free onsite daycares.

On top of all this, Google aids all employees in pursuing developmental learning through things such as coding classes, degrees, or learning an instrument! They also encourage Googlers to use 20% of their time to work on passion projects. Employees are encouraged to continue learning throughout their entire career at Google with discounts to many museums and events. They also host and organise tech talks with awesome and influential people that they get to meet.

A commonly mentioned perk that hopefully doesn’t have to be used is that families are taken care of in the event of a Google employees death. The family will earn 50% of their salary for 10 years with an additional $1,000 a month per child.

Netflix

Netflix offers up to one whole year of paid leave for new parents. For people without children, Netflix offers flexible vacation time where employees pick and choose their leave time as long as it doesn’t affect their performance. Like Google, they also get free lunch (not every meal), a stock purchase plan and mobile phone discounts.

Twitter

Twitter’s workspace is so cool it offers catered meals (for EVERY meal), unlimited time off (as long as you still come into work and do your job adequately at some point), gym membership, onsite acupuncture, meditation classes, a coffee/beer/wine bar, a rooftop deck, and more.

Airbnb

Airbnb gives all of their employees $2,000 annually to travel and stay at any Airbnb in the world. This is on top of free daily meals and snacks, paid volunteer time off and company outings to great events and awesome new places.

Spotify

Free private concerts… enough said. Just kidding there’s more. They offer a unique perk to cover the costs for employees who want to freeze their eggs or need fertility assistance. Spotify also offers six months of paid maternity/paternity leave, plus a month of flexible work options for returning parents.

Facebook

For parents, Facebook offers $4,000 in baby bonus cash when you have a new baby alongside four months of paid maternity and paternity leave. A few employees on Glassdoor mention that Facebook has an unlimited number of perks that make life easier for any Facebook employee.

Adobe

Adobe gives employees $10,000 per year for school fees, any courses and any books as part of a graduate program they run. They also allow you to put aside pre-tax savings for your children’s future schooling and up to $5,000 per year for childcare (or elder care if someone in your family needs this).

The companies mentioned in this post have even more perks than I’ve written and there is an abundance of other companies listed online with just as amazing perks to get envious over. The important thing to note about these benefits is that salary isn’t everything. When a workplace shows that it cares about its people in any way it can afford, then the people stay happy. What’s one great work perk you wish you had? Or do you already have!

Don't Bite Off More Than You Can Chew When You're Building an App!

Tue, 26 Jun 2018 07:52:15 GMT

Lots of creative entrepreneurs have entered the mobile app market. Inspired by the success of Instagram, Twitter or even Flappy Bird, app creators often have lofty expectations for their products. When you think about the eventual trajectory of your app, you might be tempted to build something that can handle an enormous amount of traffic and users immediately. However, you would be sadly mistaken.

Apps that boast millions of concurrent users are backed by massive funding and a tremendous amount of resources. If you're a startup, you probably don't have an unlimited amount of money to invest in servers or bandwidth. If you worry too much about making your app scalable on Day 1, you will miss the window in which your app might have become profitable. Even worse, you could run out of funding.

If you have a good app idea, it's perfectly OK to start small. You should have a vision for your app, but you need to have the patience to slowly achieve that vision over time. Let's take a look at how you can avoid the instant riches trap and build an app that is capable of becoming the next big thing.

1. Think about what you need to do now.

When you first launch your app, you won't have too many users. You can use this period to test the market and see how people are reacting to the first build of your app. If there are some things that people instantly like or dislike, you can use their feedback to inform future versions of your app. Once you've got the basic mechanics working perfectly, you can think about scalability.

As an app developer, it is easy to cling to your vision even when market evidence suggests that you should be doing something differently. What is the point of spending precious time and money to create an app that looks exactly like you wanted it to if no one uses it?

2. Don't scrap your build at the first sign of bottlenecks.

If you've reached a point where the number of users has begun to affect the performance of your app, make sure you explore every other option before you start rebuilding the code. Tools like Blitz and New Relic are great for exploring how your app fares under heavy loads.

Once you identify the bottlenecks, revisit the code modularly and try to improve areas that have been causing problems. You should only rebuild your entire application if there is no other option available.

3. Handle rebuilds carefully.

Once you've determined that you need to rebuild the code entirely, you need to create a plan and distribute your resources intelligently. If you leave your users hanging too long without an improved version of the app, you might lose your audience. By this point, your app is already doing fairly well, so you will have money to spare. If the situation demands it, increase your workforce to meet your launch schedule.

Amazon, Facebook and even Google are examples of web applications that didn't start off with the load-bearing capabilities that they have today. Over their lifetime, they have made incremental improvements while making sure that they don't disrupt their existing services entirely.

When you're speaking to investors about your app idea, don't talk about how your app will be able to handle millions of users at once. Investors in the tech world have seen many apps fail because the developers tried to do too much too early. When you're pitching to them, talk briefly about your growth plans, but focus on the immediate features that you will be launching the app with. Manage your expectations and you will have a greater chance of creating the next Instagram.

A Software Star Is Born

Mon, 25 Jun 2018 09:11:42 GMT

My staff story isn't so much about myself, but rather about a special candidate that really reminded me why I love doing what I do.

I opened a CV just like any other day, looking for a senior software developer for my client. Two things struck me about this particular CV. The candidate had no commercial coding experience, and the CV was beautifully put together. It was clear as a cloudless day that someone had put enormous care and effort into its production.

I picked up the phone and spoke to the author, Michael. The same intelligence and pride reflected in the CV came through in our conversation, as well as an obvious good character and a burning desire to succeed. All Michael really wanted was to be given a chance to start his career as a software developer. He was working two days a week as a volunteer at a small software development house, trying to get a formal development record under his belt.

My client didn’t have a role for him, but I told Michael that if he could ace a ‘developers aptitude’ test, I would push to get him in front of my client. I warned that anything less than a stellar result would probably be the end of our journey.

The next morning, I found the test result in my inbox. I’ve been in this industry for 12 years, but I’d only seen scores of 99/100 on this test twice. Michael was the second. Was this for real?

I met Michael at Epping train station early the next morning because it’s important to get a sense of the individual I was going to take a punt on. But also, I wanted to make sure he was as prepared as humanly possible, before sending him to my best client who had no job for him (talk about a real challenge). He is simply a wonderful person, and I could tell only after one meeting with him. There was clearly something to Michael. He was good-natured, humble, hungry to learn and clearly very clever - any doubt about the legitimacy of his remarkable test score vanished. We spoke for an hour. He had completed a Bachelor of Philosophy at a top university, but this was a choice he described as naïve. The way he put it was that the choice was made by an 18-year-old who thought they knew a lot when in retrospect he actually knew nothing at all. He spoke about loving computers since childhood and regretting not investing his time in writing software instead. Now he’s 25, trying to correct that decision and making up for lost time.

I prepped him for the interview, and then sent his CV to the head of development, pitching that if building fantastic talent into his team was at all viable, this was the candidate to consider.

The interview was set up for a week later. This particular client sets incredibly high standards for the developers they hire, earning them the nickname ‘John West’ in our office, as everyone wants to hire the developers they reject! The interview was two hours of rigorous pair programming exercises and discussion.

The feedback was that his coding was good for his experience level, his problem-solving capabilities were excellent, and his personality and perspective were a perfect fit for the kind of people they like to hire. Phew! They invited him back for the notoriously difficult final two-hour interview. He was unsuccessful. They told me, ‘Dan, he is a great kid. Thank you for the introduction. But we just cannot afford the productivity loss of bringing someone that inexperienced into the team when what we need right now is a more senior developer who can just hit the ground running. Tell him thanks, but sorry’.

I tried to explain to Michael that he had almost secured his first commercial development role in the Formula1 of software development environments and progressed well beyond where more experienced developers had failed. Unfortunately, this didn’t soften the blow. I was gutted. I felt like I had let him down. I was sure there was something else I could do.

Two days later an old client called, an excellent CIO who I once placed, and have known for more than 11 years. He had been building a new development team and asked if I could help find a strong technical lead and other good candidates for the team. Though he didn’t want to hire junior developers, I explained Michael’s story, and an interview was set for the next day (Yes!).

The feedback was ‘I really like him, he’s really smart but I have just hired two senior developers who are finding their feet and adding a junior will just make them less productive. Plus, Michael won’t be given the attention and guidance he will need to be successful, which isn’t fair on him’. He said he would think about it for 24 hours and get back to me. Two days later he called. ‘Sorry, Dan. Great candidate but it’s a no. The timing just isn’t right’. Not again! This time I knew I could do more to change this answer. This wasn’t about fees or landing some commission, it was about securing a talented young guy a start.

As he went to hang up, I asked ‘ If I could cut my rates to just cover our costs, would that make a difference? He is a great kid, and I know he will do well if given a chance ’.

To which I heard, ‘ Send me the rate details Dan, and I will think about it over the weekend’.

There was still hope.

On Monday I heard nothing... I had been speaking to Michael, preparing him to take another ‘no’ as well as possible (not my favourite part of the job). But on Tuesday, my client calls me back. He says ‘Dan, it doesn’t make perfect sense, but I have a good feeling about him. Let’s give him a go’.

Six weeks after our meeting at Epping train station, I again picked up the phone to Michael. ‘Are you sitting down?’ I asked. (This is my favourite part of the job).

He started not too long ago as a professional software developer, on contract with the promise of a permanent job and generous salary if he does well after six months.

This probably isn’t said much, but sometimes being a recruiter is the most satisfying job in the world.

Story by Dan Gordon.

This blog is the second in a series of 'Staff Stories' that Peoplebank would like to share with our network. As a company, we understand that many professionals spend most of their time at work. The aim of this series is to show you who we are and what drives us whether that reason is work related or not. In gaining a deeper understanding, we learn and we appreciate. Thank you for reading.

Improving the Chance of Career Success by Improving Soft Skills

Thu, 24 May 2018 09:11:19 GMT

Ask the average person on the street about soft skills and they might look at you funny or define them as the ability to be empathetic or caring; some soft, gentle quality.

In the workplace, soft skills are somewhat touchy-feely in nature in that they are not as tangible as hard skills; hard skills being an employee’s education, experience and training, those things that are learned over the years. Soft skills, however, are more often innate personality traits that are less likely to be taught, though some, such as written communication skills, can be learned.

The problem is that over the course of the last few years, educators, business leaders, human resources professionals and others have finally begun to realize how important it is for employees to have soft skills to complement the hard skills that they possess. So naturally it is important to ask, specifically what are we talking about and how can someone go about developing these all-important skills?

The difficulty isn’t in defining them as much as it is in developing them. Everyone has their own personal strengths, idiosyncrasies and personality quirks that, quite frankly, make for a rich and interesting workforce. However, there are still very specific qualities – soft skills – that most employers seek in their employees.

Here are four top soft skills that employees should hone if they want to improve their chance for career success:

Strong Oral and Written Communication Skills

Communication skills go beyond just the ability to hold a conversation with another person. While it is important to be concise and coherent when expressing an idea, it is equally important to be able to listen carefully and understand the return message. In addition, written communication skills are vital in properly composing everything from a simple email to an in-depth report.

• Think before speaking to ensure personal clarity
• Present information in meetings to gain confidence
• Practice good listening skills by reflecting and paraphrasing what the speaker has said
• Take classes in public speaking, business communications, grammar

Working Well with Others

Teamwork implies an ability to get along with others and work collaboratively, building trust, being dependable, and offering support. Customer service requires an equal balance of good communication and teamwork skills.

• Make a commitment and honor it
• Do quality work in a timely manner
• Be willing to assist other team members when needed
• Recognize each other’s accomplishments

Organizing and Managing Projects

Project management means that an employee is not only capable of organizing and managing their own time and workload, but they have the potential to lead others. Someone with good project management skills is self-directed to prioritize, meet deadlines, and move projects forward.

• Plan each day by writing out a “to-do” list
• Track projects on a whiteboard
• Use a “tickler” file to stay organized
• Calendar important events, deadlines, and goals

Analyzing and Solving Problems

Problem-solving skills tend to be the sign of a creative individual with critical thinking and analytical abilities that can develop solutions, not just identify problems. Those with good problem-solving skills use their initiative in accomplishing tasks and resolving issues and often feel comfortable “thinking outside the box” or taking risks.

• Once a problem has been identified, develop three solutions
• Brainstorm with others to solve issues
• Be proactive, not reactive
• Define problems in new ways by asking questions

Individual experience, education and training -- hard skills -- can go a long way in supporting a career. However, to improve the chance of career success, employees should be sure to focus on developing their soft skills.

The Benefits of Contracting

Wed, 23 May 2018 09:16:50 GMT

Contracting can get a bad rap, and it’s true, there are particular cons to being a contractor predominantly to do with work security and unpaid leave. However, there are many benefits for an IT contractor, especially when things are made easier for them by going through a recruitment agency. Here are those benefits.

For one thing, you’ll earn more as a contractor

Contractors can charge more and are generally paid more by the hour or day. Sometimes these earnings can make up for permanent employee benefits because they often cover the difference of employee perks. Sometimes it can be difficult to gain motivation to work an extra hour here or there during the week to get some more work done. As a contractor, this motivation can be increased because of the earnings that can be made in that hour.

There is flexibility

If you want to work a few extra hours one day it can cost a lot less for a contractor to take the day off. Contracting often allows for flexibility because of the way they are paid. It’s up to the contractor how much they are willing to sacrifice pay if they want to have a shorter day for example. Depending on the role, as an IT contractor, often people are able to work from home also.

There is variety

Some people prefer going to the same place for years, doing the same or similar roles. Whilst IT contractors are able to experience different workplaces, roles and projects. These kinds of changes keep things interesting and exciting for a contractor. But at times, this idea scares people and reminds them of how they may soon be out of a job. However, when working with a recruitment agency, contractors are often lined up for future positions when they are nearing the end of a contract. At Peoplebank we have a NextJob program that ensures our contractors are protected and will be placed in the right position for them when they are ready for their next role.

You don’t need approval for your time off

It can be a perk that you can take some time off between jobs to spend time with family or catch up on hobbies. Also, if you are sick or want to take a holiday, you can do so without concern about leave hours accrued. Of course, any time off as a contractor needs to be discussed and signed off by the person you report to. But clients are generally fine for contractors to take breaks as there is no cost to them. The downside here is that you aren’t paid for time off. But many times, employees are only given a certain amount of leave hours where they can be paid and sometimes have to take unpaid leave for longer trips away.

You don’t have to deal with office politics

When you are dedicated to a single project, you often only have to deal with your own team of people and can avoid the major politics of an office or company. This can help you focus on the task at hand and get the results you were hired to get.

How to Manage Stress at Work

Tue, 22 May 2018 09:18:12 GMT

Stress is part of far too many peoples daily work lives. It can be caused by a mountain of things or it can be caused by just one issue – either way, as workers, we need to learn how to handle and reduce stress. In a survey, 75% of Australians said that stress affects their physical health and 64% said that it affects their mental health . Shockingly, just over half of Australians experiencing stress do not seek help. While stress is a normal human emotion and can be a motivator in certain work situations, it can also be a major factor in high staff turnover, unproductivity, and physical and mental health issues.

So here are a few ways to help manage stress that isn’t serving you!

Track what is stressing you

The best way to start destressing is to determine the factors that are causing you stress in the first place. When you start to stress, instead of continuing your day on a bad path take a moment to stop and write down what has stressed you and why. This can allow you to analyse and then take steps to go about this cause of stress. Sometimes, you might write something down, sit back, read it, and realise ‘wow, maybe I don’t need to be so stressed about this’.

Practice breathing exercises

Deep breaths really do help. You can always experiment with different breathing exercises to see what calms you down the best. A good habit to get into is doing a set of breathing exercises two or three times a day, ensuring that one of those times is in the morning. This allows you to have a good start and it will remind you to take a break and pace yourself throughout the day.

Learn how to act and not purely react

In a high-stress situation, it’s easy to react and get angry, frustrated or annoyed. But the best thing you can do is take a step back, practice one of those breathing exercises and think about what needs to be done to resolve the problem. When you instantly accept the issue for what it is, you will be able to strategise and be logical about fixing it. When you purely react, you work yourself up and become more stressed or annoyed than you originally were. Try to avoid only reacting! (Please note that reacting is normal, it takes time and practice to start to become more aware of our reactions and how to control them).

Take a break

Sometimes it’s important to get some air. Wherever you work, whatever you do, you can’t stay in the same place all day and expect to feel refreshed. Go for a walk, try and eat your lunch away from your desk, sit on a bench in the sun for five minutes or call someone you love. Do anything that will help your mind be distracted from the stress. In being distracted and not feeding tensions within you, you can start to let go of them.

Get better sleep

When we don’t get enough sleep, our neurons can’t function properly and often our brains begin to react as if we had been drinking too much. (Too much alcohol, to clarify). Lack of sleep effects moods and productivity which in turn causes more stress. So, try and keep a good sleeping pattern that gives you a full eight hours of uninterrupted rest.

Exercise and maintain a healthy diet

Another practical tip. We’ve all heard about the benefits of a good diet and a consistent exercise regime. It does help lift moods and raise energy levels, so there is no harm in incorporating this into your routine.

Be around the right people

An enjoyable remedy to stress is to socialise. Sometimes socialising causes more stress for people, understandably, it can be tiring. But when I say socialising, I mean spending quality time with the people you want to. Be with friends and family who are supportive and loving and who make you feel good. The best people to be around are those you find funny. Laughing is a great way to release tension, feel joy, and relax.

Be grateful

Practicing gratitude is a great way to feel content and happy about the things you already have and the parts of life that are going well for you. When you focus on the positive and have a good understanding of how lucky you are, whatever is stressing you becomes less prominent and much more manageable. Rather than seeing the things that stress you as giant hurdles to jump over you will be able to plan around them and think about them in a straightforward way that doesn’t make you feel anxious.

Get support

When talking with friends or family, let them know what is stressing you. Not in a way that asks them to take care of it, just in a way that allows you to release your concerns and have someone listen. It’s also a good idea, that if you can’t see any way out of your stress, to have a useful conversation with your manager to find out what can be done about your situation. Work stress can be caused by having too much on your plate, not being paid enough, not having enough direction, having too much interference in your work or simply being overworked. It can also be because you need more time for home life. When your manager is aware of your concerns, action can be taken to ease the pressure on you.

Slow down

The one thing I’ve noticed about my city is that people never slow down. Everyone always has plans, plus I know a shocking amount of people who are working weekends as well as during the week. There is hardly any time for people to just slow down and relax. It’s gotten to the point where we have to actively remember to take it easy every once in a while. And that’s fine, as long as we don’t forget to slow down when necessary. Life isn’t a race (I’d be worried if you thought that way, you know what happens in the end right?). You have to learn and find ways to enjoy the ride and not get caught up in the hustle and bustle which often creates a cycle of low stress to high-stress conditions.

Bomb-proofing your code with robust programming

Mon, 21 May 2018 09:20:29 GMT

Bugs are a fact of life in software. Sometimes they spring to life because of simple omissions or typos. Those are easy to fix. Sometime bugs arise from mysterious outliers, throwing errors that should never be called. These often come from fragile code.

The solution is what's known as robust programming. Also called defensive programming, robust code anticipates problems, abstracts any values returned to exposed functions, and makes debugging a simple process.

Here's the difference between robust and fragile code.

Expects Stupid Inputs
Robust code doesn't assume that any caller has read the manual, understands how to produce correct data inputs, or knows how code is supposed to work. That means they may be passing the wrong data types, malformed data, or things that don't make sense. When it catches something like this, it produces understandable error messages and stops this bad data from propagating through the system.

Just because you're working on internal code that will never interact with external users or methods doesn't mean you shouldn't expect the caller to be an misinformed. We forget what we did a week later, neglect internal documentation, and assume function by method names. Everybody can be misinformed sometimes, so make sure every piece of code is ready for that.

Trusts No One
The flip side of this is that robust code does not trust any piece of information that it does not create. Always assume somebody has it out for you and is going to break your code. Always assume that any function that you call could fail or send back unexpected results. If someone throws a bomb at your methods, they should be able to handle it elegantly enough to not blow up the whole shebang.

This is the flip side of the stupid inputs protection. It's not that they don't know what they are doing, it's that they are looking for ways to break your program. A lot of malicious code uses a buffer overflow exploit, where data exceeding the boundaries of a memory buffer are written to nearby memory areas, sometimes executing arbitrary code. But you can prevent it by checking that a data structure is within the bounds that it claims to be. Essentially, you are asking all incoming data for their identification papers to make sure they are what they claim to be.

Hides Your Cards
Public methods and fields and global variables are two great ways to introduce secret bugs into your code. That's because any other method could have access to this data. So those variables could be changed at any time and in a way that doesn't make sense, especially with multi-threading and multiple cores.

Keeping the important stuff private helps you control what happens to any data in your software. Especially if you are relying on that data. If you are creating an API, you will probably need some sort of public get and set routines; that can't be avoided. But by having only one way in and one way out for data, you can control and track data changes and head bugs off.

Expects Things to Change
We all know code within any large project will change. What you may not expect is file structures or standard inputs or output to change. If you assume they stay the same, then you are asking for trouble. What if you or someone like you overrides it or modifies it? Cue explosions.

You should do this for data structures and objects that you create as well. As a secondary benefit, this makes your code easier to maintain and update. For methods where you return data, this means not passing data structures or pointers to objects if you can help. If the structure that you pass has to change, you might have just broken a lot of code.

Making your code robust -- that is, defensive -- ensures your software will have less bugs and less security holes. Trusting things to just work or for static operation will only lead to heartbreak.

Managing Your Digital Footprint During a Job Hunt

Sat, 19 May 2018 09:31:14 GMT

The scary thing about the internet is that once you create a profile, make a post, create a blog, post a comment, or share a photo it can generally be found by anyone unless you delete it yourself. In saying that, sometimes, if your work or name is posted on a separate site run by someone else, it can be extremely hard to remove.

Every online move you make with your name or email (which is a general pre-requisite to signing up) can appear in a google search. And you can be sure that potential employers are googling you before they make a decision about hiring you.

The hard part about managing an online persona is that most social profiles (apart from LinkedIn) are personal and your target audience is your friends and family, not your boss and colleagues. But generally, it pays to think before you post. Here are the top 5 things you can do to manage your digital footprint during a job hunt to make sure that when people search for you, they find only good things.

Google yourself

Yep, you have to google yourself. This ensures that you know exactly what’s coming up when someone is looking for you online. If things come up about you that you don’t like, make a list of all the spring cleaning that needs to be done. If you find that you’re on sites controlled by others, you’ll have to start sending emails upon emails to try and get that content removed. Please note, there’s no shame in having a personal blog or webpage, and if this comes up you don’t have to delete it, just make sure the content is appropriate and not offensive. Often, it’s a bit of a bonus for a potential employer to see you from a personal standpoint and not just as any other applicant.

Do a spring clean of content that is inappropriate or that you don’t want to appear

Once you know what you have to remove, spend how ever long you need spring cleaning. This can be anything from Facebook photos to old accounts of sites you didn’t know existed anymore!

Check your privacy settings and make sure they are as secure as possible

Even though you’ve spring cleaned by now, you don’t want a potential employer to see everything. Your life is your life and generally we only have people on social networks that we have requested or accepted. Take the required steps to ensure everything is as private as possible. And of course, make sure your profile picture is appropriate because this can usually be seen by all, even with the highest privacy settings. A useful tip is to sign out of your account and search for yourself on whichever social network to see what others can see.

Start posting quality content on LinkedIn

LinkedIn is another place employers may look for you. If you have a full profile that is up to date, that is awesome! What’s even better is having a few articles written by you as well as consistent posts. When you have this kind of content available on a professional level, it’s one more way of selling yourself beyond the interview. The hiring manager will be able to see what your insights are as well as acknowledging that you are passionate and active about your work. By having a presence on LinkedIn you will earn major brownie points.

Become engaged on LinkedIn

Don’t just post things! Be engaged too. Offer value with your posts but also offer value and opinion through comments on other posts. It’s important to show you are interested in others and value other people’s input online. It requires effort and extra work to create content for a personal LinkedIn so when you appreciate that about others it shows you are a good communicator and listener. It also shows that you are interested in reading and extending yourself to the opinion of other people to better develop your own self or work ethic. More brownie points!

As always though, think before posting, double check your grammar and spelling and make sure you’re adding value or encouragement. Don’t be negative!

How to Pay It Forward Every Day

Tue, 15 May 2018 09:27:32 GMT

When we're fortunate in life, it can often be somewhat of a mixed blessing--we're thankful, of course, that the pendulum has seemingly swung in our direction, but it often ignites feelings of unworthiness born out of our desire to give back. How can I do the same for others? Do I deserve good things in life when some people are much less fortunate? What if I have nothing to offer? If you're feeling this way, know that it's pretty common. If when receiving good fortune your mind automatically drifts to the well-being of others before yourself, you're on the right track. The truth is, we all have something to give and even the little things we can do for others will go a long way. Paying it forward is about making the lives of others just a little bit better, and sometimes all that takes is a kind word or gesture--for others, it's much more. Whatever it is you can do, do it.

There are literally hundreds, if not thousands, of ways you can pay it forward, but most of them can be broken down into four categories: donating, volunteering, being courteous and random acts of kindness.

Random Acts of Kindness
Not everything in life can be calculated and planned--we know by now to expect the unexpected. But just as we don't know what the day will bring, we also don't know how or when we'll be able to offer a helping hand. Opportunities present themselves all the time, however, and there is never a shortage of things we can do to make life a little easier for others--when you find a way to make someone's day better, it's important to act on it.

Simple things, like giving a homeless person spare change or tipping a street performer, can not only help them out, but make them feel worthy and included. If you're paying for food at a drive-thru, offer to pay for the car behind you, too. Similarly, if you're in a restaurant and you see a young couple dining with their children, offer to pay their bill anonymously. These acts of kindness are spontaneous but also selfless--you know the recipients won't get an opportunity to thank you, but it's not about the thanks, it's simply about helping others.

Even if you don't have money to offer, lending an ear or offering support or inspiration to someone in need can lead to a shift in perspective for both you and them. Offer whatever you have, because we all have something to give.

Donate
While not random, it's certainly a generous act of kindness. Offering others some of what we have is selfless and, by extension, inclusive--it's a thoughtful gesture and one that doesn't go unnoticed. If you're like most of us, you probably have a lot to give when you really take a look at things.

Clothing that no longer fits but is still in good condition can be donated back to the community in a number of ways: through Goodwill, for example, or places like Value Village, in which those donated clothes create a source of revenue for non-profits. Besides clothing, almost anything can be donated somewhere and there is always someone who can benefit.

Donations of money also go a long way, especially when it goes back into your own community and you have the chance to see the difference if makes. There are thousands of charities, though, and doing your research for a worthy cause will help you find one that speaks to you.

If you're one who'd prefer not give money and instead donate what is being asked for, food banks generally have a list of their most desired items. A quick trip to the grocery store can result in mouths being fed and prevent children from going to bed hungry.

Finally, if you really want to give a part of yourself, donating blood is always necessary. Your blood, especially if it's a rare type, can genuinely be the difference between life or death for those in need.

Volunteer
Volunteering is essentially donating, but instead of a monetary value, it's your time--your time, however, can sometimes be even more valuable than money. Because non-profit charities don't keep any money for themselves, paying workers is out of the question. That's when volunteers step in. Doing your part and asking for nothing in return helps others receive the things they need. Be it helping at a food bank to ensure families have access to good food, to working a fundraiser to raise money for a special cause, volunteers are the backbone of each non-profit organization and the ones who get the work done.

Most volunteers don't need any prior experience, either--almost anyone can do their part. Generally, organizations love to have as many feet on the ground as possible and each extra pair counts.

If you do happen to have a special skill, offer your services pro bono. If you're have a trades job, donating your time and services can help immensely. While most organizations could use a helping hand in this area, they tend to go without if it means the money spent on wages can instead go to a family or individual in need. It doesn't have to be your profession, either--if you're an amateur musician but know of a fundraising concert or event, offer to play for free; if you have knowledge in graphic design, offering to help create a logo or poster for a charity can really make all the difference in raising awareness.

Be Courteous
Paying it forward doesn't require that you have any physical thing to give. Thankfully, we know just how much a kind gesture is worth, and the amount of times we can offer it is limitless. Being polite and courteous in your day-to-day life is something that benefits everyone, especially when we take into account how careless some people can be.

Simple, everyday things, like holding the door for others, letting drivers merge into traffic or helping someone carry their groceries can renew their faith in the common man. Many of us encounter the person who lets the door swing closed behind them or prevents a driver from merging if they think it will get them where their going quicker, and it can slowly chip away at our positive view of the world. Doing your part to be an upstanding citizen can make other's lives a little better and hopefully help them see how small actions can create big change.

Being courteous, polite and accommodating doesn't cost a thing but its ability to create good is undeniably valuable.

We all have the capacity for good and the ability to pay it forward. Though we've been told these acts are selfless, we really do get something out of the experience--it can be fun and fulfilling and it's something you'll find yourself doing more and more. The positivity it creates in ourselves and in others is a feeling that can't be bought, try as some might. It's unique and something that helps us feel connected and shows just how impactful we can be when we decide to be. You may not always get the chance to see the change you make, though. Everyone is fighting their own battle and a small gesture might change someone's life in a way you won't quite comprehend. But just because you can't see the difference you make doesn't meant you shouldn't do it; it's important to do every day. Pay it forward simply because you can--you never know who might need it.

The Basics of LinkedIn

Wed, 18 Apr 2018 09:36:26 GMT

Your profile should be filled out as much as possible. Include the following items:

A professional photo that reflects who you are

Make sure the photo is clear and reflects you and your professional life. It’s best not to upload a photo from a summer holiday on the beach or from a night out with friends or family.

Your job title or area of expertise

This will put you on the radar for recruiters as they will often run a search for specific job titles to see if they can find anyone on LinkedIn that might be interested in a new role. It’s also helpful for recruiters to see which city you are based in, you can add this to this section also.

Where you were educated and what degree’s you have

This helps anyone looking at your profile to see what you are qualified for.

A summary of your work life (whether in a current role or past roles)

The summary section directly under your profile photo and job description is a great way to show of your personality as well as your work life. If you have taken a break from work for some time and are actively looking, it’s a great place to describe your life experience also and why you are ready to get back to work. Make sure to update this section when you begin a new role to reflect your responsibilities and work life. LinkedIn isn’t only a tool to help you get jobs but it will help you network and reach a wide variety of people. If others are aware of what you do and your attitude towards your work, they will be more likely to get in contact with you.

Work experience (much like on a resume – fill it out the same way)

The experience section is just like writing out your job history on a resume. Keep in mind this quote from our blog, 5 Simple Tips to Make your Resume Stand Out:

“When writing about your job history , it’s better to list outcomes and how you achieved them before simply listing what your duties were. For example, ‘My team accomplished an average performance increase of 20% in the year I started, I achieved this by….’ Rather than ‘I lead a team of 10.’ In doing this you show both what you are capable of as well as how you can perform within the company.”

You can check out our other blog, How to Make your Resume Sound More Human to ensure your job history on LinkedIn is more effective by making it sound human rather than robotic.

Add your key skills (E.g. Big Data, UX/UI, HTML, etc or ‘Soft Skills’ such as clear communication, excellent time management, high productivity etc.)

Again, adding key skills is very similar to how we do on a resume. On LinkedIn, our skills can be endorsed by our connections. For example, someone who has worked in Data Analytics for 5 years will likely have several endorsements on their featured skill titled ‘Data Analysis’. These endorsements usually come from people they have worked with such as clients, colleagues or employers. You can also endorse other people’s skills.

Add any specific accomplishments (such as being published or creating an application)

Filling in any projects or accomplishments is a good way for prospective employers or colleagues to see what you have worked on previously and to gauge what you are capable of. It’s also a way to boast tactfully and impress others with outcomes of projects, not just inflated words.

Follow pages of personal and professional interest

When you follow pages of interest – articles, blogs and people’s opinions or personal work experiences will begin to show up in your feed (on your homepage). This is a way to start interacting and keeping up to date with what is going on.

Your profile needs to be filled out and as up to date as any resume you send out. As soon as a hiring manager see’s your name it’s likely they will look you up on LinkedIn (and any other social media for that matter). It makes a good impression to be up to date!

Communication, Sharing and Posting

Communication isn’t limited to commenting on posts, liking posts or sharing posts. You can also post on your own accord. At the top of your homepage, a little white box sits, waiting for you to write in it. You can add two attachments (an image or a video) and have the option of ‘writing an article’. When clicking to write an article, you will be directed to a new ‘publishing’ page on LinkedIn where you will be able to directly post a longer piece of writing. Here you can write out your thoughts, add a headline, attach images or videos, edit the piece similarly to in word and then click ‘publish’ on the top right corner.

Adding an image is just attaching an image from your files to a short piece of text you are posting, the same goes for attaching a video.

The other type of communication is InMail . This is direct communication often between just two people. It is private and no one else can see the conversation. This is where recruiters will likely contact you first after they have viewed your awesome profile. There are automatic responses available but it’s best to write a sincere response to whatever someone has messaged you. All your InMail communications can be found when you click the ‘Messaging’ tab.

Lastly, when connecting with people (see the ‘My Network’ page). You will see a small summary with a person’s photo, if you recognise them or simply want to connect click ‘connect’. When you are on a person’s profile and you request to connect you are given the option to attach a note, this is a good idea if you plan to communicate with that person in the future.

Jobs

Finally, the ‘Jobs’ tab allows you to peruse advertised jobs. If you click on a job and find it appealing, you can either save it or apply for it. Saving it allows you to look at it later (but don’t wait too long). When you click apply it will take you to the relevant page – sometimes, depending on the role and the company you can ‘Easy Apply’ where you simply add your resume, your email and your phone number and submit your application. In this section, it says that your resume is optional however you can’t control what information will be scraped from your profile, or how it will display on the other end, so we highly recommend attaching a resume.

The Pros and Cons of Google Home

Tue, 17 Apr 2018 09:39:16 GMT

Google Home and other products like it, such as Amazon’s Echo are exciting because they’re a glimpse of the technological future we had imagined. We love the fact that we can ask Google for the weather or the time and have a response within no time. We love that these technological products are slowly becoming compatible with our homes. But all these products still have some way to go and they will have some cons that go with the pros. Here’s that list, this one is for Google Home.

Pros

Aesthetic design – The design is awesome because it can fit in with most choices of décor in the home and doesn’t stand out or look like just a speaker.

Reasonable pricing – The pricing isn’t ridiculous; however, it is slightly more expensive than the new generation Amazon Echo.

Google assistant is conversational – Google Assistant is also aware of context and can answer follow up questions. For example, if you ask about the weather today and receive an answer you can then ask, ‘what about tomorrow?’ and the device should understand and be able to give you the correct answer.

The use of Googles Knowledge Graph – The biggest advantage that Google Home has over other smart home devices is that it has access to the entirety of Googles Knowledge Graph. This means it can access millions of facts and will likely be able to answer any question that Google on a desktop would be able to. Because of this, Google’s responses are more superior than other voice-controlled apps and devices.

Easy to make calls via voice activation – You can make calls to any number within the US or Canada. This isn’t very useful for Australians yet, but the feature should be on updated versions of Google Home.

Can recognise different voices – Google Home is able to recognise when different members of your family are talking which means that certain people will often get personalised results.

Can cast video onto a smart TV and music to other speakers – This is a pretty great feature. You can ask Google Home to play a YouTube video as well as using it as support for Netflix and Stan. (Other video services should be added over time). However, I should note, it doesn’t connect to all brands of speaker and is only compatible with items and systems with the right software or hardware such as Chromecast.

Decent sound quality – For a small device, the sound quality is pretty good!

Can give you step by step cooking instructions – This is handy if you need a bit of help in the kitchen or would like some guidance instead of checking back on a written recipe, getting dirty hands all over your phone or laptop. (However, some people like a visual - maybe in the future Google Home will get a screen!)

Cons

Smart home capability is limited – There is some smart home control with Google Home but it is not compatible with as many things as the Amazon Echo.

Speaker could be louder – Even though the sound quality is good for answering questions when playing music the speaker could be louder.

Always needs to be plugged in – Rather than being a chargeable device, it constantly has to remain plugged in which can sometimes be tricky when finding a spot for it in your home.

Doesn’t hear well from afar – This one speaks for itself, the microphone doesn’t pick up voices as well as the Amazon Echo does from further away.

Can’t read or send messages (or emails) – Even some cars have this tech, but Google Home doesn’t, for this, you’ll have to stick with your phone.

Lack of control buttons – There are very few buttons on the top of the device and a sensor is used to control the volume which can be difficult or fiddly at times.

Launch phrase applies to every activatable device – When speaking to Google Home, other smart devices are likely to wake up and respond. It can also be activated by Google commercials if they are playing on the TV.

Can only access the main calendar – It cannot recite to you shared calendars or separate work calendars.

Not available in as many places as Amazon Echo – Amazon Echo is available across twenty-eight countries now whereas Google Home is only available in seven right now.

What makes up a 'strong' work ethic?

Mon, 16 Apr 2018 09:41:34 GMT

Dedication to your team and company

There is nothing more unmotivating than a company you don’t like and people who you despise working with. To have a good work ethic there needs to be a degree of respect and commitment to your employer and colleagues. The key is wanting to contribute to the bigger picture. This includes helping your team and wanting to be there when they feel overloaded with work. They should do the same for you. Knowing you are supported is a huge motivator when coming into work. You’ll also have to be open to working on projects that don’t always make up your main workload. Essentially, be a team player.

A work-smart, not a work-hard mentality

Not everyone agrees with this tip. And that’s fine, but here is why we recommend that it makes up a strong work ethic. When I say, ‘work-hard’ I mean working excessive hours and never switching off. When you work more hours than you should it’s likely that only half your hours in the day are being utilised, which is why you feel you must overwork or take work home with you. Often, when we are too determined to ‘work-hard’ it can lead to procrastination and eventually, unproductivity. Working hard has its good points, it showcases the ability to put in the effort and the passion/commitment to your work. But we also have to apply a work-smart attitude. Use, time management and prioritised to-do lists to try and do all your work within decent hours. If you can manage some decent home time away from work, you can come back the next day and give it your all. Otherwise, when we never switch off, we end up only giving half of what we are truly capable of, due to constant tiredness or simply because we need a break!

Self-discipline and focus

A strong work ethic requires self-discipline or self-motivation as well as focus. When you have a clear understanding of the tasks ahead of you and a timeline to do them on, it helps to create a plan of action. When you have a plan of action (it can be as simple as a to-do list with dates) you can start focusing on the most important or urgent things first. To have self-discipline is working smart and avoiding wasted time that can disrupt your workflow. It’s necessary to have frequent breaks throughout the day, however, make sure those breaks don’t take over the amount of time you are spending on work, otherwise you’ll end up being ultimately unproductive.

Maintaining quality of work

To be a good worker, you have to show that you can present a high quality of work consistently. If you had one great project that was delivered on time and helped pull in huge revenue and a great client for the company, that’s excellent! But it will be outweighed if the rest of your work is mediocre, late, or simply not up to your best personal standards. It’s better to be consistently good than inconsistently great! Make sure you’re aware of your capabilities, don’t give yourself a hard time for a bad day or week, but evaluate why that week was less productive. When you evaluate where you are at continuously it is easier to sustain a steady quality of work.

Optimism

If you walk around with your shoulders hunched and a constant frown about the fact that you’re at work, it doesn’t sound like you want to be there. If you don’t want to be there, your work is going to be of poor quality (if much work is done at all). It’s healthy and positive for yourself and those around you to maintain an optimistic attitude. Not everything is going to be a happy time and often work can get frustrating, testing or tiring. This is normal. But optimism is what helps us push through tough days and continue to get work done. It’s a necessary part of any action we take in life to have both a realistic or optimistic attitude in order to rise above pessimistic thoughts that can often lower our moods and demotivate us.

Artificial Intelligence Trends for 2018

Sun, 15 Apr 2018 09:47:40 GMT

There are a lot of predictions circulating about AI in 2018, here are just some.

1. Data Scientists will be in high demand

IBM has predicted that (in the US) demand for data scientists will likely increase to 2.7 million by 2020 . This is because ‘probability’ plays a large role in machine learning AI as it helps to determine the correct answer or decision for any particular problem. When more data is available to machine learning platforms, such platforms will be able to make better, more probable predictions. Organisations will continue to collect and analyse data, and companies of all sizes will want to get in on this action. Unavoidably, there will be a higher need for data scientists who are able to handle large datasets to aid AI platforms.

In fact, machine learning and data-driven machines will be a huge trend altogether (it kind of is already). As companies realise the productivity such tools provide, AI strategies are being created within organisations so that they can optimize the flow of data and allow employees to worry about other aspects of their roles instead of focusing on things AI can already take care of on a larger scale.

2. More people will adapt to talking with tech

There is no guarantee that you will become completely accustomed to communicating with a little speaker that houses an AI persona such as Alexa or Siri. However, there are chances that this kind of technology will improve which in turn will make us feel more comfortable to interact with it on a more frequent basis (if not all the time).

Siri and other similar forms of AI are being continually worked on and trained to become more conversational in terms of emotional sensitivity so that the systems are easier to talk to. There are also signs of a translational technology that will help communication between different languages. It’s likely that voice-based interfaces will be integrated into more than phones and home systems (like Google Home) but into computers and televisions too which will definitely make it easier to access information.

3. More human-like interaction from AI to customers

It’s projected that roughly 85% of customer interactions will be through the use of AI by 2020. Particularly, chatbots. For most large organisations, average human employees may find it difficult to keep up to speed with the constant and round-the-clock consumer demands. Especially when there is technology that is speeding up and surpassing our level of ability to communicate with these customers on a large scale. AI chatbots and other virtual assistants can make this easier within a company by helping with consumer requests as well as day-to-day workflow (such as appointments or automated emails and posts). As mentioned in the above point, talking-tech is getting continuous training to become emotionally sensitive, the same will be implemented with chatbots so that they are, at times, unable to be identified as a bot and can easily handle customer enquiries.

4. There will be a continuation of political and ethical discussion around AI

Since the beginning of AI, there has been a focus on making sure the potential problems of AI are addressed. However, the conversation about ethics, privacy and responsibility are still happening and it doesn’t seem like these conversations will ever quite dissipate. But these conversations are necessary and important. Ben Lorica, Chief Data Scientist at O’Reilly Media says that ‘fairness, transparency and explainability are essential for most commercial AI systems’. If people don’t understand the systems to a certain degree, they will not be open to using them. If AI is something people are afraid of, they will be resistant to integrating it into society or businesses. Therefore, the more we know, explore and discuss the potential problems and resolutions, the more AI will easily be integrated into the world. If this prediction is right, and the conversation keeps up, it is inevitable that AI will find a comfortable place within most first world cultures.

Achieving Business Success: Increasing Employee Job Satisfaction in the Workplace

Sat, 14 Apr 2018 09:49:11 GMT

Good employees are an asset to any company so employers will naturally want to keep those employees. And, according to research, the primary factor in employee retention is employee job satisfaction. Job satisfaction pertains to how content and happy a person is with their job. It is not the same as job motivation but the two are closely related: a satisfied employee is motivated to do their job and a motivated employee is happy to get the job done. It follows that the more satisfied and motivated employees are, the more they want to contribute to the growth and expansion of their company.

Did you know..? Peoplebank surveys our employees twice a year and develop initiatives to improve employee engagement from the results. We were recognised as an AON Hewitt Best Employer for 5 years running due to our high engagement scores. Our belief is that passionate, engaged people, create passionate, engaged contractors and clients that ultimately creates a passionate, engaged shareholder.

Determining the Employee Job Satisfaction Level in Your Company
You may have an idea of how your employees feel about their jobs but it's best to take a systematic approach to measure job satisfaction in your company. The results of your study will inform you of the reasons behind certain work behaviors (e.g. absenteeism and poor performance) and pinpoint the specific areas you need to work on to improve employee job satisfaction in your company.

You have several methods you can use to measure employee job satisfaction. If you have a full time HR department, your HR manager should be able to create and implement a survey that will give you the exact feedback you need. Alternatively, you can hire a consultant or you can do it yourself if your company is small and cost is a restricting factor.

If you decide to do the survey yourself, you can refer to the many questionnaires available online. One such tool for determining employee job satisfaction is the Job Descriptive Index or JDI developed by Smith, Kendall, and Hulin in 1969. Despite its age, the questions remain relevant and many companies are still using it. It provides the means to measure job satisfaction in terms of compensation, promotions and opportunities for promotion, coworkers, supervision, and the job itself.

Creating a Satisfying Work Environment
Once you get to know the pulse of your employees with regard to their jobs, you can take appropriate steps to make their jobs more satisfying. For example, if your employees are dissatisfied with their pay, look into the compensation package you offer and compare it with industry standards or other similarly sized companies. If you think you cannot afford to increase their salaries, look for ways by which you can do it such as increasing sales and cutting down unnecessary costs. Involve your employees and let them know you are concerned about their problem. Challenge them to help you meet your sales and profit goals so you can, in turn, share with them your income in terms of salary increases and bonuses.

Here are a few more ways you can increase employee job satisfaction in your business:
1. Train your employees, provide feedback, and recognize good performance. Employees feel highly satisfied with their jobs if they know they are effective and appreciated.

2. Inform the employees of the value of their contribution to the organization. Communicate how the company is doing in the market and how your products and services stand against competition. Job satisfaction is directly linked to an employee’s sense of mission and passion for their work.

3. Encourage and reward creativity at work. People experience a sense of satisfaction when they get to think and implement new ways of doing their jobs, face challenges, and are allowed to solve problems at their end.

4. Promote positive interactions at the workplace. Ill feelings toward anyone in the office can lead to general unhappiness and can amplify any issue no matter how trivial it may be.

5. Allow rest breaks and encourage light diversion at work. Highly satisfied employees are having fun with their work but they do know when to take a break in order to recharge and avoid exhaustion. This goes without saying, though, that you will need to have policies regarding slacking and inappropriate activities at the office.

A work-smart, not a work-hard mentality

Self-discipline and focus

Maintaining quality of work

Optimism

Managing Anxiety: 4 Quotes that Calm me at Work

Fri, 13 Apr 2018 09:57:04 GMT

Anxiety was an intense part of my life when I was growing up. Though, at that time, I had no idea it had a name. Only in high school did I realise that, that the pressure from school, the stress of different people and certain friendships were causing me to be even more anxious. With this heightened sense of anxiety, I was experiencing panic attacks. Because of the panic attacks, I decided to investigate what was happening to me.

When I was diagnosed with a particular social anxiety I began to understand a lot of the ways I reacted to situations throughout my life. I understood and gave myself some slack as to why I sometimes felt I needed to be silent or removed from others. After a trip around India with family, turning eighteen and forcing myself to become more social I was at a point with my anxiety where I was completely open to receiving help, instead of feeling sorry for myself about it. When going through this process, I randomly (yes, literally randomly) came across a book in a store and was enticed by its bright yellow front cover. Philosophy for Life: And Other Dangerous Situations by Jules Evans – the book that changed my life. (This is why one of your goals this year should be reading a developmental book!)

Five years down the track, I still read all the quotes I highlighted. (Ask my family, I always mention it).

This is not an ad. Evans’ book simply changed my perspective for the better. My life has been made easier by reading it. Evans’ fuses historical philosophy with modern psychology. What worked for me might not work for you, but it’s worth a read if you feel anxious about social situations (or anxious in general), and let your cynical outlook run your emotions and moods. When I finished university and knew I had to break into the workforce, of course, my anxiety peaked again. I re-read this book, and my attitude changed from fear to excitement. Work often brings out the cynic in all of us, but the power of positive psychology can be tremendously helpful in helping us be realists, instead of pessimists. Work isn’t always easy, but for most of us it’s necessary – this is just one way I go about calming any anxieties.

I will mention just four quotes that I keep in mind to this day, especially at work and in business because I feel they are consistently relevant.

1. Most of my worries about work had to do with becoming anxious or fearful of my colleagues and boss’s judgement. So, when this fear arises I think of this quote:

“We are all of us richer than we think we are. Yet we’ve forgotten what power is within us, so we go begging outside of ourselves for it.”

With anxiety, and even without it, we can carry a lot of self-doubts. This quote reminds me that I am capable, I have a strong skill set and I am more intelligent than I think. I do not need to have acceptance from others to feel worthy or smart. I already know I am (in a non-arrogant way). This kind of thinking helps us receive criticism better because we don’t take it so personally. We can understand that colleague’s or managers suggestions are not bad feedback, they’re just helping words to encourage our growth.

2. Another nerve factor for me was whether I would find a company/organisation that I would feel comfortable in.

“For Aristotle, friendship in its highest form has a political or civic dimension. We love our friends not just because we like each other or are useful to each other, but because we share the same values and ideals for our society, and come together to advance those ideals.”

This passage was about friendship. But as Aristotle put it, there is a ‘civic dimension’. It reminds me of what to look for in an office environment – what kind of community I want to be part of. I want to work with people who carry similar ideals to me, and for a company that has a common, agreed upon goal. Whilst it’s hard to have the same ideals as everyone you work with (personally speaking), collectively, a company with a strong and happy culture will have a bunch of people who you can connect with in some way. And importantly for the business, when employees all want it to succeed and grow towards a common aim their actions align with each other and help to ‘advance those ideals.’

3. Now that I’m working full time, sometimes I worry about having a plain bad day.

“Things don’t happen to you, they just happen.”

Indeed, they do. It’s easy to kick up a fuss on a bad day and ask the world ‘Why me?’ but it’s not just happening to you. Stuff just happens, and when you let go of being a victim, you see problems from all different kinds of angles. Most importantly in business, you can see things from other people’s perspectives. We can begin to understand why people do things when we realise that they’re not just ‘happening to us.’

4. And of course, as human nature ensues, I can react negatively to undesirable occurrences (sometimes with anger, sadness or frustration).

“Men are disturbed not by things, but by their opinions about them.”

This is a curious quote. We think that things or events upset us, but realistically – it is our thoughts about those things and events. If we linger less on the negative aspect of certain happenings, we are able to move forward in a better and faster way. When we let go of our thoughts on the matter we give less power to our ego and we accept things as facts – moving on to the next thing that we can do something about, rather than being angry about something we cannot change.

I’m not saying this book cured my anxiety (Can anything just cure it?). Anxiety is something that has to be managed consistently in ways which work for each individual. But this book definitely handed me some ancient perspectives in a fresh way. At least now I think twice about my own negative thoughts, especially at work where carrying around negativity is a serious liability.

This blog is the first in a series of ‘Staff Stories’ that Peoplebank would like to share with our network. As a company, we understand that many professionals spend most of their time at work. The aim of this series is to create a deeper thought process when it comes to the people we work with. We are striving to create understanding when it comes to peoples working life and what inspires and drives them. In gaining a deeper understanding, we learn, and we appreciate. Thank you for reading.

11 Essential Soft Skills for Work

Tue, 13 Mar 2018 09:57:38 GMT

Everyone needs the technical skills that they learn from school and university to do their job. But they aren’t the only skills necessary. Soft skills are attributes that a person has which work in alignment with technical skills. They are usually taught inherently through class projects, work experience, life experience and so on. These skills help people excel in their jobs. They also create a more appealing potential employee because those with soft skills tend to work with others better.

There are several ways to communicate these skills to a potential employer. Firstly, use examples of you using problem-solving or accepting feedback on your resume. In an interview, tell a story about how you acted as a team player or creatively thought your way out of a complication.

In the Information Technology field, people underestimate the value of soft skills, thinking it’s only technical skills that make a difference. But this isn’t the case. Here are several soft skills required from IT specialists. Here are the most vital:

Creativity

Creativity isn’t just being artistic. Creativity allows us to think about things in different ways. It helps when it’s necessary to find a solution to a problem that seems impossible to fix. It is also helpful for the use of presentations and marketing yourself and your ideas.

Adaptability

There will be times in any job when things won’t go as planned. It’s in these situations a person needs to be able to adapt quickly and flexibly. If there is a deadline, that person should be willing to meet it even if it means working a little later than usual or going to the office earlier. Adaptability also counts in dealing with different personalities. No workplace is full of the same people and everyone should be treated equally. However, each personality is individual and should be interacted with in a way that suits them. Being adaptable to these personalities will keep good working relationships and avoid conflict.

Leadership

Not every single employee has leadership qualities. Sometimes people prefer to stick in the background and just do what they have to do. But leadership is important for many reasons. Especially if fronting a team, a leader will naturally motivate other staff and keep people happy to come to work. A leader will often take conflict by the horns and deal with it appropriately. Every organisation needs a few leaders who are willing to take initiative. Initiative on projects and general work tasks is hugely desirable. Especially when dealing with external clients. Clients will want to see their project is in good, reliable and driven hands.

Determination

Not all problems are fixed in a day. In IT, we need patience and determination to get through hiccups in projects that can stem from financial problems, lack of teamwork, technical issues or client complications. A determined employee will keep their eye on the goal and make sure all aspects of the project are followed through. Otherwise, they will plan around interruptions to get a good result.

Problem Solving

This should speak for itself. Problem-solving is necessary, so people can overcome difficulties and keep projects running along. If you can help solve others problems you can be helpful and productive in the workplace.

Listening

IT professionals need to actively listen to others. Both within their team or with clients. Sometimes the team will have fresh suggestions you didn’t think of because your mind was on other things. Don’t shut people down, just listen. It’s common sense to listen to clients as you need to know exactly what they want so you can give them what they are asking for.

Presentation

Whether presentations are one on one or to a large group, they need to be presented well and confidently. This is how we get people excited internally. It is also important to be able to present successfully to clients to retain and win work.

Being a team player

Often, IT professionals will work within teams or on projects with other people. In these situations, you need to be a team player and understand how others work and how you work with them. It’s important not to shut other people’s ideas down and to be open to suggestions that aren’t yours.

Negotiation

Negotiation is particularly important if you are interested in management positions. To be able to negotiate and meet halfway with clients or internal employees will show you are willing to compromise at the same time as you are willing to fight for what you want or believe. This is a great leadership quality.

Mentoring

Not all people are naturally inclined to mentor and teach others. But it is so vital that you make new employees feel welcome by showing them how to use your programs and applications. In IT you will find yourself teaching people new skills regularly, whether it is within the business or to people who have bought your product or service. It is highly appreciated to have a clear and simple understanding of how certain technology works.

Communication

Not just in IT, but in literally every profession, communication is vital! You need to communicate your ideas properly and clearly and then follow up and answer questions. It’s also smart to ask questions and encourage feedback. Transparent communication often works best so that no one feels left out of the loop and everyone has a clear idea of goals and plans.

AI and Recruitment

Mon, 12 Mar 2018 09:58:08 GMT

Hiring process productivity

Recruiters often have to endure low-level tasks as part of their operations. But with the use of AI that can schedule interviews, find and rank candidates, auto-generate specified tests (particularly for technical or IT candidates), these menial tasks can be taken out of the hands of recruiters, saving them time and energy. While the AI products perform these tasks, they are able to track the data too.

More human communication

This is possibly the most important impact. With all that AI is helping with, there are many tasks that can be minimised if not completely ruled off the to-do list for most recruiters. Because of this, it is imperative that recruiters play the role they do best, that of a human. Whilst AI advances are exciting and can help with an abundance of technical and decision-based tasks, they cannot express words of encouragement or meaningfully congratulate a person on getting the job. AI cannot meet you face to face and make you feel comfortable. Recruiters will also be able to sell better, selling themselves as trustworthy and selling their opportunities as the best ones. These are the things that AI won’t do. Recruiters will be learning a lot about new technology in the near future, but they will also be revaluating the way in which they interact with candidates and clients.

Smarter hiring

Sourcing candidates can be made easier too. Not just by finding them in an extensive database but also by getting help based on existing data to write job ads focused on the candidate you need or to differentiate your company.

When screening, recruiters rely on resumes, which don’t always express a full picture of a person’s skills and capabilities. In resume’s – especially outdated ones, achievements are commonly hidden or non-existent. So, in these cases, there is AI that creates engaging tests with specific tasks suitable for the job advertised. When an applicant completes this test, a company is likely to have the most up-to-date measure of their skill set.

And of course, there are AI algorithms that can select the best possible candidate from collected data that is able to remove the chance of human bias. AI is still a fair way from completely determining who a company should hire. Realistically, it doesn’t seem possible that AI could definitively select a candidate for your company (ever) given the need for human to human interaction and rapport. But it can definitely help in narrowing down choices for a recruiter.

Tracking data for future effectiveness

Tracking data should be completely essential for every single candidate communication. A company who uses several AI tools to source candidates will automatically grow a database built from the information they received from that candidate at the time. This is then stored and can be used for future reference. Yes, I know, most companies do have a database… but it isn’t always properly filled out or relevant. There are ‘personal assistant’ type programs that track a candidate’s progress from the beginning to the end and every interaction in between. With this, a recruiter might not even need to post a job ad if they are notified of previous candidates who are suitable for the role.

So, doesn’t this all sound great? It does, but there are still concerns that AI tools might replace human employees. Realistically, it just doesn’t seem plausible at this stage. The point of most AI produced for recruitment is to make things easier. If companies are educating staff and adapting to new changes, I don’t think anyone is in danger of losing their jobs. Most importantly, it will help people do their jobs better. Recruiters will be able to create relationships with clients and candidates better than ever before.

10 Ways to Prepare for Your Web Development Interview

Sun, 11 Mar 2018 10:04:58 GMT

Any normal interview can be intimidating but as a web developer or any other digital specialist it is likely the interview will request even more from you than usual. The questions will likely be more about your skills and knowledge of your craft. There will be the standard questions too, but here are some things to keep in mind for the technical side when being interviewed for a web development position.

1. Have an up-to-date, killer portfolio.

As a Web Developer, you will know the importance of a functional, easy to use website. It’s important for the site to be visually appealing but it also has to be usable! Having a great portfolio makes it easy to answer questions about past projects as well as your knowledge and standards for when a website is fully complete. It’s also a good idea to host your code somewhere such as GitHub or CodePlex. When you upload your code onto one of these sites you can attach that link onto your CV or online portfolio – this makes things very easy for the interviewer.

2. Bring your own hardware.

Bring something you know how to use, even if you don’t end up using it. Bringing your own laptop and easy to carry gear shows preparedness and professionalism.

3. Research and gain knowledge about the company and show interest in what they do.

Much like in any other interview, know about the company and if possible know about each interviewer. Everything is on the internet these days so it’s an easy place to find out a lot of information. When you can respond to questions that answer issues or relate to the company they will instantly understand your interest and take you seriously.

4. Prepare questions. (for things you were unable to find out).

As well as knowing as much as you can, you have to want to know more. When an interviewer asks if you have any questions they don’t want to hear the word ‘no’. Ask questions about the company that might not be public knowledge. Or about what your day to day life would look like in the office. Here is a list of questions you can ask. Make sure you choose relevant questions that you care about.

There is also the great opportunity for clarification when you ask questions.

5. Be refreshed on HTML, CSS and JS knowledge.

Employers want people who are proficient and confident in a few web development languages. Sometimes they even require the use of one in the job ad. Study up, make sure you are ready to answer any questions about what DOCTYPE declaration does or how ‘X’ works in JavaScript. There will also be possible questions about the C in CSS (Cascading) – for example, determining priority in assigning styles (X), or how you can use that system to your advantage.

6. Think about possible solution-based questions.

Questions in interviews like this can be aimed at trying to get you to provide solutions to problems. Don’t stress too much about your first answer, an interviewer doesn’t expect you to react perfectly in an instant. Talk about the process of how you would fix the issue, the steps you could take or other problems you might run into and how to get over them as well. The question is likely to be something about improving the quality or functionality of a particular feature on your website.

7. Talk about your sources and inspirations.

Employers like to know about who inspires you and what you follow. As well as what is your personal style is and where you like to source knowledge from. There will likely be questions where you can include these in your answers clearly but if not try and include them in your questions, ask if they know about ‘so and so’ and gather an idea of their inspirations also.

8. Don’t speak about salary.

In the first interview avoid talk about salary. If your first question is ‘how much will I be paid?’ the interviewer might think you’re just there for the money, and/or desperate for the job. A job interview is a conversation between equals and when money enters the conversation too early, misjudgements can be made.

9. Discuss passion projects.

Talk about the work you do that’s not for work. When you share your passion projects an interviewer gets more insight into your personality and how you will fit into the company. It’s also a great opportunity to share how passionate you are about your job which is enticing and appealing to any employer because they can see that you will work hard no matter what.

10. Be prepared for a potential coding challenge as well as any puzzles or brain teasers.

Usually, in jobs that require coding, a coding challenge will be part of the interview process. You could also encounter brain teasers to test your problem-solving skills. Sometimes this test is online and ready for you to complete at home but sometimes you have to make an appearance in the office and complete the test there. Be prepared for these questions and tasks – don’t get thrown off. When completing a coding challenge, especially from home, put as much effort into it as possible. A lot of the time people rush through which leaves room for a lot of error. If you work meticulously on the challenge it will show and you will definitely stand out from the crowd.

5 Brain Hacks that Should Have You Doing Better in Life

Sat, 10 Mar 2018 10:01:27 GMT

New findings about the brain can be more than just fascinating - they can be practical and useful too. You can take these new ideas about brain science and actually apply them to living a more productive life.

Your brain can get more creative when you're tired

When you're tired, your brain is less able to focus. This makes it less able to stubbornly hang on to its preconceived ideas. In other words, it is more open to the truth and to new ideas. A tired brain is more capable of finding the shortest natural route to a solution. An article called The Inspiration Paradox: Your Best Creative Time Is Not When You Think in Scientific American explains how distractions are good too. Distractions can keep your mind from working in ways that it is most familiar with. It becomes more open to new methods.

Power naps help your brain function better immediately

Sleep has been proven in many studies to be important to the health and performance of the brain. What about naps though?

Many studies prove that naps are important, too. Research done in Germany found that participants could memorize flashcards far more quickly and reliably after a 40-minute nap than when they didn't take a nap. The group reported a 25% improvement in memorization performance after a nap.

Napping also helps you better retain memories that you've already formed, as reported in Napping Boosts Brainpower, a study published in Medical News Today. Newly formed memories tend to be volatile - they are easily forgotten when the hippocampus isn't well-rested. When the hippocampus is stressed out from inadequate sleep, new memories quickly evaporate or are quickly overwritten by new ones coming in. The hippocampus doesn't have a chance to make a deeper imprint.

Your brain is all about vision

If you were to put a drop of red food coloring in a glass of white wine, would it fool a professional wine taster? If it did, would you be willing to call the wine taster a fraud? Studies have found, though, that the world's best wine tasters are routinely fooled. It isn't that these wine tasters are charlatans - it's just that the visual sense exerts overwhelming influence over what one feels and thinks. This is why experiments are able to demonstrate that people manage to retain 65% of the information presented in the form of well-thought-out pictures but only 10% of anything presented in the form of text (the study is presented on the website of OSHA.gov in an article titled Fall Protection). This should be an important pointer for anyone who needs to create PowerPoint presentations - pictures, rather than text, get ideas across better.

Extroverted people and introverted people actually have differently wired brains

In an experiment done at the University of Amsterdam, introverts and extroverts were placed in brain scanners and asked to perform mental gambling tasks. When extroverts gambled successfully, their brain scans showed extreme activity in two important parts of the brain - the nucleus accumbens and the amygdala. These are the parts of the brain that process reward and emotion.

Genetic studies of extroverts also find that they have special genes that increase dopamine activity when they gamble. This finding could explain why extroverts tend to like being around new people more - they more actively seek the reward of having new relationships pay off. Introverts, on the other hand, see no such a reward in taking risks meeting new people.

Introverts and extroverts also have differently wired brains (as reported in the book The Introvert Advantage: How to Thrive in an Extrovert World by researcher Marti Olsen Laney). In introverts, external stimuli are delivered to the brain through a long, complex path that touches upon the memory forming areas, planning areas and problem solving areas. Extroverts have stimuli delivered to the brain through a much simpler path - sensory parts to do with taste, sight and touch, mostly. Processing external stimuli, then, is far more fun for extroverts. For introverts, it involves thought and processing and is far less fun.

Introverts and extroverts, then, need to be better understood. Introverts don't tend to stay somewhat aloof because they don't enjoy company. To them, being with people is simply a lot of hard work.

When you're constantly stressed out, your brain changes shape and size

In a study reported in ScienceMag.org called Your Brain on Stress, research on baby monkeys has found that when they are raised by anyone other than their own parents, parts of their brain related to stress become enlarged and remain so for months. This happens even when the baby monkeys are well cared for by the caretakers who aren't their parents. Another study has found that the hippocampus, the part of the brain that forms memories, shrinks with continued stress.

The moral of the research is clear - you need to stay away from stress to live a better life.

5 Steps to Reinventing Yourself

Thu, 08 Mar 2018 10:02:48 GMT

Reinventing yourself may sound like a huge life choice, but reinvention does not have to be costly or time consuming. It is normal to feel stuck and unmotivated sometimes. However, if you make conscious decisions to steer your life in a better direction every day, you will find yourself happier and more genuine than ever before.

1. Decide who you want to be

You feel unhappy, but why? Do you not look the way you would like, are you too shy or too loud, or are you frustrated by old habits? Spend some time listening to your own thoughts as you go about your daily business and identify what parts of yourself you would like to change. Then, spend some time researching who you want to be. Read and research about everyday people who have reinvented themselves, there’s plenty of them out there!

2. Find motivation

A mood board is a fantastic way to keep motivated, and will keep your goals visible. Fill your mood board with motivational sayings and pictures and put it where you can see it each day. Identify points in your life when you felt really proud of yourself, and revisit those memories every day to motivate you to create that pride again. You can also remember negative feelings and promise you will never feel like that again -- but be careful not to get stuck in a pattern of negative thinking.

3. Plan how to get there

Aristotle said, "Excellence is not an act, but a habit." It is important to realize that no one is born worthy of envy, but rather these traits are earned and cultivated. It is important to phrase reinvention goals in an attainable way. Instead of saying "I want to be healthy and toned," say to yourself "I want to be the kind of person who exercises every day." Break down goals into manageable steps, and you will transform your journey from just the promise of a vague goal to a clear path to success.

4. Be loving to yourself

You will trip up, and you will fail sometimes. The whole point of reinvention is to make it easier to love yourself more, so why beat yourself up? You are only human. The best part of reinventing yourself is that, by definition, you can change your mind. If you realize halfway through that you don't suit the version of yourself you were going for, and you no longer think you want to be that person, you can re-evaluate. It’s never too late to pause and think about your situation.

5. Have courage

When you are mired in the habits of a lifetime, stepping outside that comfort zone can be daunting. Others may question your commitment to reinvent yourself. They might insist you are fine how you are, or that they are envious of you now and will resent you if you change, or that you will somehow be "fake" if you change yourself. Gently explain to them you are trying to be the opposite of fake. Reinvention should be the act of making conscious decisions every day to identify and transform into the real you, the self you were always meant to be.

Human beings are changeable in nature, but it is only in the last century that a name has been given and a process devised for self-reinvention. In the digital age it is not only customary but often necessary to update yourself, adopt a fresh-start mentality and try something new. The beautiful thing about reinventing yourself is that it can be done at any age, needs few to no resources and can be done as many times as you want. There is no better time than now to get to know the real you.

Autism at Work

Wed, 07 Mar 2018 10:10:16 GMT

What is Autism Spectrum Disorder?

Autism is a neurodevelopmental condition defined by behavioural characteristics. Core characteristics can be differences in social communication and restricted and repetitive behaviours. Some people on the spectrum have a combativity with other conditions such as anxiety, depression, epilepsy and PTSD. These other conditions have varying levels of seriousness. In fact, everyone on the spectrum is unique, displaying different characteristics and levels of severity. Stephen Shore highlighted the complexity of Autism by saying “if you have met one person with autism, you’ve met one person with autism.” Each person with autism will have a set of traits, all in different areas of the spectrum. Concerning areas in which they do not have a trait function they can operate in the same way as any other neurotypical person but may be affected by circumstances. For example, they may be good at listening but get overloaded in loud or crowded places which makes conversation hard for them.

Why do people with Autism Spectrum Disorder (ASD) struggle when finding or keeping work?

People with ASD are very capable workers and have a normal range of intelligence like neurotypical people. Yet 80% of people diagnosed with ASD are unemployed or underemployed. Here is why...

Interviews with equivocal language are confusing. "Tell me where you want to be in 5 years", is one of the vague and confusing phrases people often hear in interviews. To a neurotypical person, this question relates to work employment and what role they will be doing. To someone on the spectrum, it is overwhelming as it could mean, physically where will they be in 5 years. Some people on the spectrum will also find it difficult to read the interviewers’ body language so they may miss important cues and social norms. And if they are talking about an area they are passionate about, they can get overly animated and excited.

Many people with ASD do not last long in a role. Often managers with no education around this matter will misinterpret their social inaccuracies as impolite. People with autism can also be viewed as hard work for managers who are too reliant on their autonomous team. Majority of individuals with ASD cannot deal with ambiguous tasks and need direct and clear instructions. Some people on the spectrum need to record conversations to process instructions in a quiet safe place or to take copious notes so they can fully understand a task.

Benefits of neurodiversity

People on the spectrum frequently demonstrate strengths and qualities that are valuable in business. They are often trustworthy and reliable. They exhibit great memory skills and are proficient in paying attention to detail.

“Once employed, individuals with ASD often demonstrate particular strengths, such as attention to detail and intense focus that result in increased work output and may enjoy performing jobs often shunned by others due to social isolation or the repetitive nature of the task”
- Dawn Hendricks, ‘Employment and adults with autism spectrum disorders: Challenges and strategies for success

According to the article Autism at Work: Hiring and Training Employees on the Spectrum on trainingindustry.com, “Austen Weinhart, COO of Coding Autism (a coding boot camp for people with autism), says that “the traits that are usually … associate[d] with people on the spectrum correlate really strongly with those of a successful coder.” Those skills include “pattern recognition, strong attention to detail” and a “very direct communication style.”

Other than particular skills, the importance of neurodiversity also assists innovation. For one thing, if we employ people on the spectrum, they will think about most things in different ways to us. Adults with ASD are able to think outside of the usual and have the tendency to be creative. Businesses should be encouraging and appreciating completely new perspectives as these viewpoints are often the crux of driving innovation. Staff with ASD can also improve the productivity of an organisation. Testers working for the Department of Human Services in Canberra have been found to be 130% more effective than their neurotypical peers.

But it’s not only about what people with ASD can offer corporations. There is also the humanitarian factor. People with ASD deserve to have the same rights and privileges as the rest of society. They should be able to earn a wage and support themselves. When they are employed they are able to pursue their interests and find a sense of purpose. This, in turn, “ promotes personal dignity and has been demonstrated to improve quality of life in individuals with ASD as well as improving cognitive performance” .

Top 5 Tech Films to Watch

Tue, 06 Mar 2018 10:11:18 GMT

I started my selection for this post and found it incredibly difficult to narrow down just five films. My selection process limited me to movies that were made after the year 2000. And I personally chose movies that may not be the ‘best’ or most popular but have cultural relevance and raise questions about the way technology is being weaved into our society.

Keep in mind that most movies, especially those based in the future or fictional places much like the following films are a hyperbolic account… so no the world probably won’t be taken over by robots any time soon, but still, the questions are raised!

[Spoilers ahead]

5. The Circle

The Circle is a movie about a girl who lands a job at one of the most renowned (and powerful) technology and social media companies in America. The premise mirrors our current societies obsession with social media and sharing everything we do. In the film, Mae, the protagonist, undergoes an experiment where her whole life is a ‘live video’ streaming for all her followers to see. Eventually, this starts to affect her family and friends as well as taking a huge toll on herself. It raises questions like: Do we share too much via social media? Is it an inevitable trend? Will true privacy exist in the future? Are big tech companies the next leaders of the world… or are they already?

4. Her

Her might be more of a love story than anything else. It’s a story about a broken-hearted man who develops a romantic relationship with an operating system (like Siri or Alexa for example). In the film, Samantha, the operating system advances, and her character becomes inquisitive and unique in her own right. It raises questions like: Will AI be able to evolve to the point of feeling one day? Is it inappropriate to have feelings for an entity that is technically just coding and robotics? What will our relationships be like with advanced AI?

3. I, Robot

Based in 2035 (only 17 years away) I, Robot is set in a world where robot helpers are everywhere, and even newer ones are being rolled out. It gets problematic when the internal system at the company where all the robots were created advances past her initial intelligence. She basically makes the robots evil so that they can control the human race ‘for their own good’. However, one of these robots stands out from the rest and helps save the humans because of his friendships with them. This is a film based on a series of short stories by Isaac Asimov who created the Three Laws of Robotics:

1. A robot may not injure a human being or, through inaction, allow a human being to come to harm.

2. A robot must obey orders given to it by human beings except where such orders would conflict with the First Law.

3. A robot must protect its own existence as long as such protection does not conflict with the First or Second Law.”

This film raises a lot of questions, here are some: Even if AI is built with good intention, can that intention later be misinterpreted by the self-learning system? If we make updated robots is it ethical to lock up, ignore or destroy outdated robots? Will robots develop human relationships/friendships? In 17 years’ time will we have robot assistants? (In a way we already have AI assistants for particular jobs, just not in the classic body of a robot).

2. Ex Machina

A personal favourite, Ex Machina explores questions of a robot’s consciousness by having a man interact with her in an experiment to figure out her true capabilities. It is revealed by the end that the robot is far more self-aware than the men in the film and takes advantage of their belief that she is not as intelligent as they are. This movie raises questions like: Will AI ever be able to outsmart the humans that make them? Is this only possible by intervention by other creators? Will developed and social AI ever have its own wants and needs?

1. Black Mirror

Okay, it’s not a movie. It’s an entire series where each episode reflects on a different kind of technology. A lot of the tech involved is completely fictional however still reflective of the possibilities and consequences of certain tech that we are trying to develop. It takes on a very dark and twisted view of how these fictional technologies can wreak havoc. If not to make you think about how we are affected by technology, it’s simply great entertainment. (My favourite episode is The Black Museum, but my warning is that it has a 10/10 creepy rating).

Bonus movie (okay, so I couldn’t JUST pick five).

Wall-E is not just for the kids. When you really think about the state of Earth in Wall-E it makes you think twice about the environmental issues that have to be considered when building a world that revolves around tech. It also considers the issue that humans are being made lazy (in a very dramatic way) by the excessive use of technology. Lastly, it makes us feel compassion for a little rubbish man robot and raises the question of how to treat robots.

Some other recommendations include Mr. Robot (TV Series, predominantly hacker focused), Big Hero 6 (Another Disney flick), and of course The Matrix (Pre 2000).

How to become self-motivated

Wed, 28 Feb 2018 10:25:18 GMT

Everyone has things they either need or want to do, but may lack the motivation to actually get it done. Even if you have all the time in the world, you won't be able to accomplish anything without the necessary motivation. Being unmotivated can cause a person to become bored or even depressed; the question is how does one go about becoming motivated in something? If you've been lacking motivation lately, this guide will get you on your way to getting things done.

What’s holding you back?

Before you can achieve motivation, you first need to understand what is preventing you from becoming motivated. Stress and lack of sleep can halt motivation, so you'll first need to make sure you're getting enough rest . You'll also want to reduce the amount of stress in your daily life, if at all possible.

Reward yourself

Now that you understand why you're unmotivated, you can try a few different things to restore it. The first and most obvious way to attain motivation is by using the reward system. You may have used the same system with your children, by offering them some form of compensation for doing chores. If you have a task that needs to be completed, promise yourself a reward if you get the job done. You'd be surprised at how well this can work. The idea is to make the reward enticing enough for you to see the task through to the end. If it works on your children, it'll work for you.

Take out the guesswork with a task list

The next motivation method is to keep a journal and write down your tasks for that day, then mark them off one by one as you complete them. Everyone knows that it's easier to perform one task at a time, so you're not doing too much at once. The journal system works because it lists the things you need to complete, so there's no guesswork involved; you also won't be able to use the excuse that you forgot. For larger tasks such as major projects, break the project down into parts and rank them by difficulty. Do the most difficult task first, and the remaining tasks will seem much easier to complete.

Don’t underestimate the power of positive thinking

The last way to stay motivated involves your attitude. Instead of thinking "I should take out the trash today", think "I WILL take the trash out today". If you're serious about getting something done, it'll happen that much quicker if you have the right attitude about it. You'll find that willpower is one of the most important factors in keeping yourself motivated. If you have your mind determined to do something, your body has no choice but to follow.

While it may seem like a daunting task to get out of your chair and do something productive, it'll feel so much more rewarding once you're finished. With the right attitude and by taking things one step at a time, you'll have no problem staying motivated.

Set daily hours for yourself – similar to those you do at work.

Set your hours! If you used to or still work some days in the office use the same hours to start. However, if you work from home to change these hours, make sure you set a time to start, then work your eight hours. If you find you have finished all you have on your to-do list before the end of the day, use that time to brainstorm and prepare your plan for the next day. Then stop working. When we tick off all we have to do for the day our minds often switch into relax mode.

Get dressed.

It’s completely tempting to stay in your pyjamas all day. I mean… you could. But you will be more productive if you are properly dressed. This doesn’t mean office attire; simple jeans and a t-shirt will suffice. This encourages productivity because you will ‘feel ready’ for your day. It also helps if you need to pop out of the house or go for a walk – you won’t waste time changing in the middle of your work day which can be disruptive.

If you have children or a partner at home, set boundaries and inform them that you can’t be distracted.

This is an important one and you should make time for this conversation. Setting boundaries is vital as family and people in general who aren’t working can be a huge distraction. When your family understands you have work to do and need some quiet or alone time, they will give you that space. This helps in avoiding tension in the home as well as increasing focus on work.

Communicate to in-office staff or other people working from home. Preferably over the phone or video call.

Communication is key. Don’t become a recluse just because you work from home. Make sure you are making yourself present whether it be by email or by phone. Though phone calls are great as you physically hear someone speak and can cover a lot more topics in less time. A phone call at the beginning of the day or after lunch with your manager is great to share a plan or progress of the day. It’s also good to pick up the phone to discuss new ideas, problem resolution and any difficulties you are having with tasks that may require help. It’s great to have certain applications such as Microsoft Teams (in addition to phone and email) where you know your colleagues can reach you for smaller issues.

Get out of the house. Go for a walk, or down to the shops, get some human interaction.

Don’t stay locked up in the house. As you should at the office, go outside for a walk during lunch. Take a quick drive to the shops for morning tea. Speak to a few people on your journey out. Working from home can feel isolating. Speaking to people and as in my previous tip, colleagues can help you feel less lonely and more involved. It’s also wise to take these opportunities as a sincere break. Usually working from home means that we can overwork to get everything done but forget about any breaks. This will wear you out. Take frequent breaks, even to your backyard or balcony for some fresh air or ten-minute meditation.

Make a to-do list for the day and complete it.

This should be done at the start of every day, or at the end of the day before. Make a to-do list with all important tasks first and then less urgent tasks after. Finish all of the tasks on the list. Don’t overstretch yourself and make a huge list of things to be completed that week. Do it day by day, that way you can measure how productive you are being without being overwhelmed. Checking your calendar can be a helpful way to make sure you are on top of everything throughout the week.

Have a TV ban.

TV’s can be a major distraction if your workspace has a clear vision of one. With the temptation of Netflix and that show you’re addicted to it’s kind of hard not to have the TV on even in the background. But that’s just a disturbance. You cannot pay attention to your work at the same time as following an intricate storyline. If you prefer working with sound, play music in the background. Have a TV ban for the day.

How do you reach out to recruiters via social media?

Wed, 28 Feb 2018 10:10:27 GMT

Some time ago, reaching out for jobs on social would be considered potentially awkward. But those days are long gone. Recruiters often reach out to prospective employees online, especially through avenues with easy access messengers, such as Facebook or LinkedIn. But how do candidates manage to reach out to recruiters? It’s pretty easy, simply because recruiters want people to connect with them.

Here are the best ways to go about approaching a recruiter online!

Keep an up-to-date profile (especially on LinkedIn)

You want to ensure that when a recruiter checks you out further, what they’ll see is as good as your most up-to-date resume. Let’s face it, LinkedIn is even easier to change than a CV, so it doesn’t take much time to make sure it looks good and reads well before you start sending out InMail. Make sure it expresses your past jobs and responsibilities like a resume should – by listing achievements and added value, not just tasks that were required from you.

Manage your online presence

Double check all your social media – Facebook, LinkedIn, Twitter, Instagram and so on. Make sure you’re presenting a positive image of yourself. Everyone has personal lives and a recruiter doesn’t expect to see only professional photos on your profiles. But it’s best to keep everything ‘safe’. If you have some photo’s you don’t want to hide or delete, ensure your profile has the highest possible privacy settings. In fact, it’s best to have strong privacy on your profile anyway.

Keep it professional

On social media, it’s easy to fall into the trap of casual conversation with the insertion of slang and acronyms such as ‘lol’ or ‘thx’. Steer clear of shortened words. Always write professionally, addressing the person and signing off suitably. Think of it as a short, easy email – but not blunt.

Don’t write an essay

Don’t go too into your life story and job history in one message. If you have seen a post for a job or are curious about jobs at a certain company, message the recruiter about your interest and ask for further information. Briefly mention what you are currently doing so they have a slight idea of you and encourage them to check out your profile. Much like any other person, when a recruiter is met with a huge message (amongst many others) they might skim over it and not pay you the proper attention.

Proofread

Make sure you don’t have any typo’s! Again, much like a resume, it’s never too impressive to have sentences that don’t make sense and words that aren’t spelled correctly.

Interact and comment in response to LinkedIn posts from the recruiter

Don’t be afraid to comment on a recruiter’s post or to message them in reference to a job they just posted. They want to hear from people and gather information in the easiest way – social media is that way because it’s quick and efficient. If you comment, maybe other recruiters will notice and know what you are interested in. If they like what they see on your profile, they may even keep you in mind for future positions. Take initiative and don’t be scared by the public nature of social media.

How to keep on track with your goals

Mon, 26 Feb 2018 10:25:36 GMT

Have a progress check every month

When making goals for an entire year it can get overwhelming to think about all you have to achieve in that time frame. The best thing to do is to break down your goals into smaller tasks based on what you want to contribute to that goal each month. At the end of the month, you can gauge effectively how on track you are and how ready you are for the next month. By the end of 12 months, if you have kept on track with your smaller goals it is likely you will achieve your ultimate goal (or close to). It’s important to remember that even if a certain task wasn’t completed in the month it was supposed to, you can complete it at the beginning of the next month. Though, try not to procrastinate too many duties as you may end up overwhelmed anyway.

Make your goal a habit

Depending on what your goal is, it’s possible to make a habit out of it. For example, say your goal is to improve your health at work. Make a habit of leaving the office every lunchtime and walking around before sitting down and enjoying some food. When something is a habit, it becomes natural. Soon enough you won’t even have to think of this as a goal because it will simply become part of your daily life.

Let people know and accept help

When you let people know about your goals, two things happen 1. You instantly create a sense of accountability and 2. You open your self up to receiving support. Certain goals will need your team to help and other goals will require only yourself. If you don’t need anybody else to achieve your goals, it’s still helpful for people to know so they can ask you how you’re going and be a reminder about the things you have to do. There is no point in trying to conquer the workforce alone, you will wear yourself out and gradually resent your goal if it becomes too hard to reach. In these situations, don’t be afraid to ask for some help. At times, simple reassurance, a helping hand or task delegation can help you get back on track or remain motivated to get to your goal.

Don’t self-doubt, give yourself credit

We are our own worst enemy when we self-doubt. Some of us tend to think we can’t do things, especially if we are falling behind or not delivering what we promised ourselves we could. It’s hard having expectations but in having a goal, automatically we think up possible outcomes. The best thing to do is manage those expectations and to be realistic and compassionate about your progress. People could easily say, don’t expect too much, but that’s not exactly easy or reasonable. If we reach for the moon and we land half way there among the stars, we’ve still done a great job and gotten quite far. So, aim high, as high as you think is possibly achievable. But when assessing your progress, make sure to pat yourself on the back and look back at all that you have done, rather than all the way you have to go. Big goals don’t happen overnight so it’s important to understand there is a bigger picture. The journey is majority of the goal – that is where all your development happens.

Peoplebank: Employer of Choice for Gender Equality 6 years in a row

Sun, 25 Feb 2018 10:19:53 GMT

So, what is gamification?

Unfortunately, gamification in business is not games created purely for corporate purposes.

Peoplebank and all our staff are excited and proud to share the news that the Workplace Gender Equality Agency (WGEA) has recognised and named Peoplebank as Employer of Choice for Gender Equality (EOCGE) for 2018. This marks the sixth year for Peoplebank in being part of Australia's top organisations for gender equality initiatives.

At Peoplebank we work consistently to build a workplace culture that ensures its people enjoy the same resources, rewards and opportunities, regardless of gender.

Peoplebank’s core commitments include initiatives that aid work-life balance and encourage flexible working conditions, alongside measures aimed at eliminating unconscious bias in the hiring process.

Peoplebank also extends its commitment to Australian companies and job seekers by adopting a gender decoder to ensure recruitment descriptions and advertisements are worded in ways that don’t discourage female applicants.

Here are a few words from Peter Acheson our CEO

“Peoplebank is proud to lead by example in working to achieve gender equality across our operations, and we are delighted to receive this citation as acknowledgement of our ongoing commitment to encouraging diversity in the workplace. Our experience is that having diverse voices in our workplace generates unique insights and ideas. Moreover, we find diversity creates solutions that, in turn, helps us innovate, delight our clients and improve our business. It’s become a cornerstone of the way Peoplebank operates in all markets”

Peoplebank's inclusion in the 2018 EOCGE citations means we are among fewer than 50 of Australia’s 2.5million organisations (one in every 50,000 Australian enterprises) who have achieved Employer of Choice for Gender Equality status for six or more consecutive years. And the only recruitment company to be part of EOCGE this year.

We plan to continue in making great strides for gender equality.

How to work from home efficiently

Sat, 24 Feb 2018 10:21:31 GMT

It’s becoming more common for companies to be flexible and allow us to work from home. But some who get this freedom, don’t know how to use it properly. It can be pretty difficult to get used to working from home without the office environment, especially if the idea was quite foreign to you before. Some people can get distracted, slack off, or simply not know where to begin or how to order their day!

Here are some basic tips to work from home effectively.

Have a designated workspace (and make sure it’s not in your bedroom).

Having an ‘office’ at home or a designated desk/table will create an atmosphere that helps you focus. It will ensure that you can leave the work you do on that desk and not carry it around with after working hours. Do not work in your bedroom! The bedroom is a personal space used mostly for rest and may slow down your workflow (aka make you feel lazier). It will also be incredibly hard for you to relax once the work day is over, if you have been in your bedroom all day you won’t be able to easily separate the two functions of the room.

Set daily hours for yourself – similar to those you do at work.

Get dressed.

If you have children or a partner at home, set boundaries and inform them that you can’t be distracted.

Communicate to in-office staff or other people working from home. Preferably over the phone or video call.

Get out of the house. Go for a walk, or down to the shops, get some human interaction.

Make a to-do list for the day and complete it.

Have a TV ban.

Gamification and its effects in business

Fri, 23 Feb 2018 10:17:04 GMT

So, what is gamification?

Unfortunately, gamification in business is not games created purely for corporate purposes.

In very simple words, gamification is taking the techniques that keep people engaged in video games and applying them to real-life situations such as work. For example, most PlayStation games set missions for the player and upon completion of that mission, there is a reward. Much like a project at work, upon completion, you often win a client or make some money, or simply get some great feedback. There are other forms of rewards like secret health packages or shooting zombies which are short-term, quick ways to feel gratified – often reflective of daily successes.

What are the main benefits of gamification?

Predominantly, gamification engages employees. When there is a goal in mind, and a potential to fulfil, employees will often have a stronger drive and therefore higher productivity. Employee engagement also means there will be an excellent adaption to change. Using the same techniques that games do (to keep players hooked) such as a storyline and meaning will help employees be in touch with the company’s big goals.

Recognition and moving forward much like jumping level to level in a game is rewarding for employees and inspires them to keep kicking goals. Each level in a game gets harder and harder, a player knows this and prepares to be better the next time (or at least they know they will have to be better). The more they play the better they will get. This is how it works for employees too, they will want to be better and achieve higher goals . To achieve this, they will put in the hard work and practice.

Learning is made easier and more effective. Learning via ways of gamification often include multiple choice questions, interactive tests, simulations, quizzes and video content. Better than just reading through a manual book as you can imagine. It is harder to zone out when you know you have to complete a test at the end of reading or viewing learning materials. In terms of great ROI, gamification learning schemes are much more effective than others because these types of learning or onboarding processes are often less time consuming and make measuring success simpler.

With gamification, you can frame individual employee goals around organisational goals and create healthy competition. Rather than focusing on only the end goal, these effects allow for employees to focus on the actions that will lead them there. They will feel compelled and motivated to work hard alongside other employees and ensure their standard of work is high enough to reach the ultimate goal. When you break down a big goal into several smaller goals for an employee, they will be able to overlap their activities and align their actions with what the company needs and desires.

Gamification isn’t always obvious but with strategies in place that lead to these kinds of results, it’s hard not to think that gamification should become the new norm. Imagine the results of engagement and motivation from employees if gamification was entrenched in every company. In fact, gamification is slowly but surely becoming the way that most modern companies do things, knowing these tactics work for most people, especially millennials who thrive off change, efficient learning, rewards and healthy competition.

How do you think gamification could help you?

How to Communicate More Effectively

Thu, 22 Feb 2018 10:19:48 GMT

Communication is a vital life-skill, affecting the quality, depth, and authenticity of your relationships. To improve the way you communicate, try the following:

1) Listen. The most effective communicators know when to be quiet. They listen to what the other person says- really listen. Too often, people do nothing more than maintain a respectful silence. That is not listening! How can you communicate with someone if you do not absorb everything they say?

2) Rid yourself of egotism. Egotists, as well as being unpleasant, are usually poor communicators. They will monopolise a conversation, constantly interrupting, correcting, and boasting. Conversations are not opportunities for you to massage your ego! Egotists love the sound of their own voice and assume others share this love- that is rarely true.

3) Be assertive. Shy, unassertive people will often mumble, avoid eye-contact, and speak so quietly that others cannot hear them. However, assertiveness should not be confused with aggression. Never shout. And never bully. These are signs of weakness and insecurity, not strength.

4) Watch your body language. Non-verbal communication can be just as important. So maintain eye-contact, smile, keep your shoulders back, and do not cross your arms.

5) Empathise. The more you empathise with someone, the better you will communicate. If someone exposes their fears and insecurities to you, take it as a compliment: it means they trust you.

6) Do not take yourself too seriously. Many people are insecure and riddled with self-doubt. The moment you boast, or even talk of your achievements (or those of your children), you threaten the other person's self-esteem. And as soon as you do that, they will become defensive. Few things will endear you to other people like self-mockery. But keep it gentle: a negative, self-loathing rant will make them uncomfortable.

7) Expect nothing of the other person. 'Networking' should be top contender for the ugliest word in the English Language. If your basic approach is "what can I get out of other people?", they will sense it. Be open, generous, and kind without expecting anything in return.

8) Be calm. Anxious, tense, over-eager people make others uncomfortable. The more relaxed the other person feels, the more open they will be.

9) Use verbal and non-verbal encouragement. For example, pepper your conversation with phrases like "yes, that's so true", "oh, did you really? That's interesting", "oh, god, I know exactly what you mean" and so on. And to show that you are 'tuned in' to what they are saying, try nodding, smiling, laughing, and shaking your head at the right moment.

10) Practise your speaking skills. Poor communicators often speak in a flat, monotone voice, or they mumble and stutter. When you are home alone, try reading passages of your favorite poetry and prose out loud. As you do, project your voice, varying the pitch, tone and rhythm. You could even try standing in front of a mirror and introducing yourself.

The more connected you are to others, the better you will communicate. Many people are full of self-doubt and thus defensive and wary. The warmer, kinder, more open and friendly you are, the more they will relax and let you in.

How to make your resume sound more human

Tue, 20 Feb 2018 10:24:13 GMT

Resumes are professional documents... to some extent. But they are not contractual, and they are not set in stone. Think of resumes as more of a personal promotion. You are marketing yourself to a company. So, have you ever seen a successful marketing campaign without any personality? Are any marketing campaigns packed with jargon based around IT or project management? Probably not.

It can be difficult to understand that a resume can sound like you at the same time as being professional. In fact, it’s better if it sounds like you, otherwise you’re just going to sound like everyone else trying to get the job. The time is over when we try to be too careful or tame in our resumes.

My best advice would be to look and understand yourself and your story. You are not made up of a list of skills and work experience. You’re not your degree/s or even your job title. These things need to be on your resume, but not in such a boring way. For example, in your summary, instead of saying: ‘Highly motivated individual with excellent experience in Cyber Security Architecture’ (hello, every other Cyber Security expert will be saying the same thing). Say something like: ‘After graduating from university I worked in Cyber Security for two years before I became a Cyber Security Analyst. However, my passions drove me to Cyber Security Architecture and I found that my skills and expertise were enhanced and most valuable within this role.’

Not every hiring manager is going to love your tone of voice, it’s just like meeting people in the flesh. Not everyone likes everyone. And that’s okay. The goal is to appeal to a company that does have an interest in your unique character and feels they connect with you. When a company is drawn to you by your resume, it is likely you will be a good fit there.

So, what can we do to make a resume more human?

Don’t be afraid to use the word ‘I’. After all, you’re telling them about yourself. There is nothing stranger than meeting a person in real life who talks about themselves in third person. Use ‘I’ as if you would in regular conversation.

Don’t use ‘professional’ jargon. Sometimes, this is the hardest habit to break. Somewhere along the way we have all picked up ways to sound more suitable for business, ways to sound smarter, ways to sound more professional. You can still be professional without using words like results-orientated or paradigm. Just use the words you would naturally to describe things. More often than not they say what you need to say.

Tell a story. Even in IT, where our skills are everything, we still learnt them somewhere and for some reason. We still got great at them by working somewhere or by being taught by someone (even if we were self-taught). Communicate your skills and experience in full sentences.

Avoid praising yourself. Talking about your achievements and your proficiency through the use of storytelling is enough. You don’t need to use adjectives that make you sound more powerful – it will already be apparent.

Write like you speak to your boss or colleagues. Usually, when speaking to team members about work-related topics, we naturally speak in a more professional tone than usual. But we still sound like ourselves. When you finish writing your resume try to read it back and see if it feels like you. If it doesn’t, look back at a few of these points and try again.

Now that you’re happy with your resume, head over to our job search and find the perfect role for you.

10 career goals you should have in 2019

Sat, 27 Jan 2018 10:30:20 GMT

Learn a new skill or participate in a personal development course

More often than not, every job has room for development. Learning new skills or nurturing and evolving existing skills has huge positive effects at work. For one thing, you will feel more accomplished. You will gain confidence and feel encouraged to continue learning more. When we learn new things and expand our work responsibilities we often feel a more important sense of purpose, which will drive motivation and happiness in the workplace. And, if you work hard enough and prove your new skill to be a true asset, you may even be compensated accordingly.

Read a career-related book

Reading a certain number of books, let’s say 6, for the year, is a good new year resolution in general. When we read, we have the ability to expand our perception and views. We can also connect with people and feel less alone when we read things we agree with. Reading a career related book, or something motivational could assist us in changing habits, growing our thoughts and improving critical thinking.

Update your resume

Even if you’re not looking for new work, update your resume and keep on top of it! This should be an annual goal, if not bi-annual. Don’t let it build up and get outdated. When you do need it, you don’t want it to take you forever to update.

Aim to network

Whether through networking events, on LinkedIn or through coffee catch ups, build more of a network. Networking isn’t always the most comfortable task but it’s necessary to stay relevant and updated in your industry. We want to make sure we are aware of the latest news. You may be surprised, feeling involved and in touch is quite satisfying.

Improve and update your LinkedIn profile

Much like your resume (if not more important when not job searching) your LinkedIn profile should be updated at all times. A lot of communication can happen over LinkedIn and when you meet new people and network people will often look you up and connect with you. This means your profile should reflect your current position and experience.

Clean up and organise any physical or digital filing cabinets

Stay organised and make sure to archive files you no longer need. This can be a task that we put off forever – until we end up with a whole bunch of files, digital or not and we can’t find anything that we’re looking for in a decent amount of time, if ever. Much like updating your resume, keep on top of things to help your future self.

Improve your work-life balance

This one can be a tricky goal, depending on your workplace, work-life balance isn’t always easy to accomplish. But it’s worth having the talk with your manager to see what can be done if you don’t have enough time to be with family or are feeling overworked. It is becoming more common that companies will allow flexible working arrangements to assist employees to find this balance. When you improve your work life balance you will become more productive.

Find ways to improve movement and health at work

When we’re are at work we can forget to get up and walk around. Our bodies need movement and nourishment, sitting in a chair all day with your legs crossed probably won’t help you feel better by the end of the day. In your lunch break, try to go for a walk. Eat nutritious and healthy food that will keep you energised and alert. Stand up and walk around the office every now and again to take short breaks from staring at your computer screen.

Be more open and honest with colleagues

Sometimes we can get into a pickle with a colleague that we feel uncomfortable approaching. But there are diplomatic ways to express opinions. For example, if you are working with a colleague on a project and they consistently miss deadlines, in your next one on one meeting, bring up the issue and explain that you need them to do their job, so you and the rest of the team can accomplish the common goal. Tell them, you appreciate their hard work and understand other workloads but will be grateful for receiving set tasks on time. At least the issue is aired and there will be no ill talking behind others backs.

This advice works on the other side of the spectrum too. If an employee is doing amazingly, let them know. We need to encourage and reward good work ethic and make sure we connect with employees to keep them engaged and happy.

Get out of your comfort zone more often

Maybe some of these goals are already out of your comfort zone but it’s good to expand from what we know to what we don’t. Otherwise, how will we learn and grow? Getting out of your comfort zone can be nerve-racking at first but it will ultimately bring confidence and likely help you be free from self-doubt. When you go into situations you’re not sure about, you can sink or swim. Even when you sink, at least you went out there and made the effort, you may even learn how to better prepare yourself for the next time.

5 Tips for Learning Any Programming Language

Fri, 26 Jan 2018 10:27:57 GMT

Learning a new programming language can be an intimidating endeavor. Nonetheless, anyone can learn any programming language fairly easily. The best strategy for learning a programming language is to stay positive and follow a few simple tips that make the learning process much easier.

Learn Basic Information

Basic knowledge of any programming language can be placed into three categories. Syntax, built-in operators and libraries. The syntax of a language consists of the grammar and spelling associated with a specific language that is actively expected and understood by a computer, and is easy to learn. Built-in operators and available libraries for a particular language usually take some time to learn thoroughly, but focusing on these three basic areas of information will help you learn the essentials of any programming language quickly.

Practice

Once you learn the basics of a programming language, the next step is to start writing simple input/output code. Then you can continue on and experiment with decision statements and loops. If you're not sure what code to write or you simply need ideas, there's a multitude of coding challenges available online, as well as project ideas, for absolutely every programming language that currently exists.

Learn Advanced Strategies and Techniques

If you've mastered the basics of a programming language there are much more advanced techniques, concepts, and strategies available to research and learn. Developing algorithms, learning how to properly debug your code, allocating memory usage for certain code, etc., are all important concepts to understand. Additionally, understanding how to approach a coding issue or error is extremely important, as every programmer runs into a few. Learning how to find and apply the information needed to fix your code or develop your code into a working program is the backbone to becoming a seasoned developer.

Refine Coding Habits

It's important to make sure you're using good programming habits when learning a new language and writing corresponding code. Improper code formatting will make your code look sloppy and will make others view you as an inexperienced coder. Improper use of white space, ridiculous variable names, and strange indentations are all bad habits that should be corrected. Writing code that is both accurate and visually clean will help you become a truly experienced developer.

Be Patient and Keep Practicing

Becoming an expert at using any programming language requires time and effort. It also requires the ability to find the correct information and procedures, then utilizing them to write clean, working code. Many people get frustrated especially when trying to learn their first language. It's important to stay positive and to keep practicing. There are many resources available online to make your coding journey easier and possibly even brilliantly fun. Be patient while you're learning and keep practicing.

Learning a programming language may seem difficult. Learning the basic information about a language and proceeding to practice coding with the language are important first steps. Once a basis of knowledge is established, learning advanced techniques, refining coding habits, and continuing to practice should be your next steps. Using this method to learn a programming language will make the entire process much easier and will help you become an experienced developer.

How mindfulness can be an asset in your company

Thu, 25 Jan 2018 10:44:20 GMT

We hear a lot about mindfulness and it’s benefit for individuals who practice often. And there are stories about companies who introduce mindfulness into their business whether as a one-off seminar or as an integrated programme. But how does it improve a company and its employees and in what situations does it work, or not work?

The process of mindfulness is meditation. But it is the simplest form of meditation that can be practised in under two minutes (though it’s best practised for slightly longer). It focuses on bringing a person complete self-awareness and presence for the given moment. The reason mindfulness is so simple is that it doesn’t have to be practised in the way other meditation often is. It doesn’t have to be silent or with music or guidance, though you can do it this way too. Realistically, you can be anywhere as long as you can feel still, concentrate and be in the moment.

So how can this improve a company?

Mindfulness offers an abundance of benefits for an individual. It’s a natural stress reliever and happiness booster due to the focus on the present moment. It draws attention away from concerns of the future and mistakes of the past and helps the individual experience and perceive their life from the moment that counts: now.

It elevates a person’s level of emotional intelligence. By being self-aware we also become generally more aware of our behaviour towards others. Being in the moment and not holding on to previous preconceptions or future expectations helps us to react to people in a better, more valuable manner. In situations that would usually upset or anger us, we might think twice about the other persons' perception before immediately responding in a state of adrenaline or defence.

Mindfulness also helps to increase focus and productivity. A study out of Harvard found that people who mediate perform better when it comes to self-regulation. They are able to resist distractions and generally answer questions correct more often than not – insinuating they also hold information better. Another study from the University of Washington found that meditators were able to stay on tasks for a longer period of time and made fewer switches between tasks. They also expressed less negative emotion after performing tasks than other groups who had not participated in meditation. Basically, mindfulness assists us to take control of our own attention.

Have a look at all these effects together, along with others such as increased moods, increased creativity, better mental health, improved complex thinking and a stronger sense of self . Now think about all the people in your business and how enhancements in emotional intelligence, in happiness, with less stress and more focus, can help them. If employees are happier, they will perform better. If your employees perform better, so will the company.

However, there are a few things to remember when trying to introduce mindfulness. It’s not a one-off trick to show your employees you care. It’s also not a quick fix. Just like exercise, it’s a task that should be done every day for as little as 15 minutes consistently. Only then can it make a true difference in behaviour and moods.

It works if…

Consistent practice is being encouraged and implemented
Employees are excited to be involved
People practice long enough to see the impact
There is a positive attitude around self-improvement and ‘taking time’

But not if…

It’s just one-off seminar – this introduces an idea, but it may not make an impact
Your employees are resistant to change or self-awareness
You introduce it but don’t enforce it – people will realise a few things in their first few practices and by not continuing to meditate or be mindful, employees can be left with a bitter taste of those realisations, making them unhappy at work.

Employees Can Make a Company Safer from Cyber Attacks

Wed, 24 Jan 2018 10:40:16 GMT

Cyber-attacks can destroy your business. Before you invest in high-tech security systems to detect prying eyes, invest in your best line of defense: your employees. With a little training and a lot of awareness, you and your employees can prevent information thieves from accessing your financial data, customer records and proprietary information.

Drill yourself and your employees in the following practices, and you will take a giant leap forward in protecting your company. All of these guidelines are actionable without buying any additional software. Make it clear that you are practicing these guidelines yourself and you are likely to get buy-in on keeping information safe.

Passwords on Work Computers
Passwords are your greatest point of vulnerability. If a malicious person obtains a password, your entire network is at risk. Here are some best practices:

Keep your passwords to yourself. Don't share them with coworkers, family or friends. Don't even share them with the company. No company communication of any kind will ever ask for your password. If you receive such a communication, notify the appropriate security person immediately.
Do not use the same passwords for work and personal email accounts.
Use passwords that no one could guess but that you can remember easily. Never write them down and don't send them in an email. Use the guidelines for creating exceptional passwords below.
When websites ask if you want to have your password remembered, select "no." A cyber attacker on that site could get your password and then get into your work email account.
If you notice unusual activity or suspect your password is no longer secure, change it immediately. Do not just add a "1" or an "a" to the end of it. Create a brand new password.
Change your passwords every three months, even if you don't notice any suspicious activity.

Techniques for Creating Exceptional Passwords
A password should contain eight characters or more, and should use special characters that are neither letters nor numbers, such as exclamation points. Also, use a combination of uppercase and lowercase letters.

Use a passphrase instead of a password. Select a phrase that you can remember, such as, "I never learned how to swim." Add punctuation that you can remember as well. Replace words that describe numbers with the actual numeral. "I was 7 when I first rode a horse."

Create acronyms. Take the first letter of the words in a phrase to make a password. "I was seven when I first rode a horse" becomes "iwswifrah".

Try secret codes. Create your own rules, such as adding the dollar sign to numbers or following capital letters with a percent sign. This example might look like this: "I% never went to public school until I% was $5." This is just an example. Create rules you can remember.

Security on Mobile Devices
If you use a smartphone or tablet to access your work files and services, use passwords on these mobile devices. They are susceptible to being lost or stolen.

Use different passwords on mobile devices than you use on laptops or computers.

Check your device's security or setting features to see if you have the ability to use any of the following:

Lock or Timeout: Set the amount of time you want for locking out any user. This is a good safeguard for those times when the device sits idle--such as when it has been lost or stolen.
Passcode for unlock: Require a password to unlock the mobile device.
Fingerprint Reader: Some phones and tablets offer fingerprint recognition. Using this option helps prevent access even if someone has stolen your password.
Data Erase: Set your device to erase all data after a predetermined number of login attempts.
Remote Locate and Wipe: Some mobile units not only allow you to locate them through GPS (Global Positioning Systems), they also allow you to erase all data using a remote computer.

Email Best Practices
Staying alert when handling email can prevent many cyber security breakdowns. Make sure your employees follow these best practices regarding email:

Log out of your email account when you are not using it. Leaving it open and unattended creates opportunities for hackers.
If you have the ability to create your own email address, make it complex.
Tell someone about any suspicions you have regarding email hacking, even if you are not sure.
From time to time, select new security questions.
Don't put your password anywhere on the internet, including cloud services.
Keep password clues to yourself. Sharing clues to your password can be as dangerous as sharing your password.
Treat attachments from unknown senders as off limits.
Look at the list of people receiving your email when you use "reply all." Any suspicious addresses could be someone trying to get your email address.
Use a junk email account to sign up for special offers. Don't give out your work email address to random sites.
Report spam, don't respond to it. Contacting a spammer can make you vulnerable and get you on a list of people they regularly contact.
Install the updated versions of your email program and browser. The latest versions often have new security features built in.

Phishing Emails
Some con artists try to get your information through phishing emails. These are official-looking emails that ask for information such as passwords, account numbers or other information that could make access to company accounts easier. .

You are often urged to act quickly to resolve an issue, and in doing so, you may provide log in codes and other company access secrets. The sender is trying to scare you into giving out vital information.

Never comply with these emails, and do not click the links. If you do click the links and discover your mistake, report the incident immediately.

Most importantly, never respond with any login information, account names, numbers or passwords. No company will ask for such data in an email.

Locking Devices When You're Away
If you leave your computer open while going to lunch, or leave your phone on your desk when you go to a meeting, you are allowing anyone who passes by to have access to your device. Think about this: since you are already logged in, they won't even need your username or password to see information.

Lock your device when you leave it, even for a few moments. Don't rely on the device's automatic locking feature. It could take too long. Anyone who touches your keyboard can keep your computer, phone or tablet from timing out. .

To lock a Windows computer, hold down the Windows key and the L key at the same time. As an alternate method, Press CTRL, ALT, and DEL keys and hold them down. Choose the Lock option on your screen.

When you want to lock your Mac OS X device, hold down Control, Shift, and Eject (or Power) keys.

Locking your devices does not mean you are suspicious of coworkers; it means you are security-conscious and recognize that you are responsible for the data you possess.

Security When Working Remotely
Employees who work remotely must take extra precautions to remain cyber-safe.

If you log in to your company system through a VPN (Virtual Private Network), you can access the same data you have access to at work. However, if your computer has spyware, you could inadvertently expose company information. Spyware allows an outsider to transfer information from your hard drive. For that reason, you should never access the company network from a computer that lacks virus and spyware protection.

Secondly, your Wi-Fi access should be password-secured. If you don't require a password to access your Wi-Fi, any neighbor or passerby who snoops around in your wireless signal can see everything you are doing online. Don't use public WiFi for work communications. Hackers routinely search public WiFi for computers they can break into.

Your Employees are Your Best Defenders
Turn these pointers into lesson you repeat with employees periodically. Post important security measures in work areas, and create an atmosphere where employees feel free to report security issues or concerns. All the sophisticated technology in the world won't be as effective in keeping your company secure as diligent and watchful employees.

Will VR succeed with a social or gaming focus?

Tue, 23 Jan 2018 10:49:29 GMT

Virtual Reality or VR has been around for a little while now, however, it’s existence and importance is still largely isolated to a niche market of dedicated tech enthusiasts and gamers. The question that is lingering around VR is whether or not it will succeed in the way most people expect it to.

In 2016 at the E3 expo VR had an opportunity to shine in the gaming world, but the expo showed how companies had over-promised and under-delivered. Here is a brief low down of the 2016 E3 expo:

PlayStation had an excellent line up of VR adaptable games with a comfortable headset but lacked in hardware advancement (offering only a low powered machine) with lower resolution (in comparison to other gaming systems). This made the great line up, not as immersive and fun as some would expect. Some guests at E3 mentioned experiencing motion sickness during one game. But motion sickness seems to be an issue with several games, not just those put forward by PlayStation.
Oculus Rift (a PC based VR system) had amazingly polished games that looked incredible but were released without motion controllers and instead rolled out the controllers slowly. Which means they had limited hardware to properly play the games with.
HTV Vive had some good games and demo’s but seemed to market their products towards arcades rather than to individual players. HTV Vive’s games also had some work to be complete.

That was all in 2016 and not much has changed since. The headsets and hardware are still mostly cumbersome, and most games can lag or appear in low resolution (though not all). However, it still doesn’t seem to be as popular as regular PC or Sony gaming practices. But there are other options and possibilities for VR. Facebook acquired Oculus Rift in 2014 and has recently released a VR app on Facebook. This means that VR users can log onto Facebook from their headset. So far, they can only use the regular Facebook functions, but there is much opportunity to do more. This invites VR into a social network space, encouraging it to be a shared experience rather than an individual gamer experience. This is something that might take off a little better than VR gaming. But why?

For one thing, VR would allow friends to meet and experience adventures together, without actually being together. This point is especially appealing to people like me who live in a different state to close family and friends. It could enable remote work meetings to feel more face to face and for flexible workers to remain connected to a workplace enabling for higher productivity and company morale. It would bring people together in a completely different way. There are other applications (not just Facebook) using VR in a social sphere, a lot of them connecting people from all over the world. In these virtual worlds, people can play games, chat, watch live entertainers, watch a movie and more. Since games need quite an extensive production to be VR ready, perhaps these virtual social spaces and experiences are more suitable for the hardware at hand.

Here are a few things that need to happen before VR can become successful (as a gaming product or a social one):

Slimmer, easier to use hardware (think as easy as sunglasses)
Cheaper options with similar high-quality experiences
Marketing as more communal technology rather than for the individual
A cure for the motion sickness
Games and applications that allow for minimal movement (not everyone has large lounge rooms to run around in)
More VR content

Can you think of any more solutions? Do you think VR will be more successful as a social tool or a gaming console?

Recently at CES 2018 HTV Vive introduced an updated system: HTV Vive Pro – it was more advanced, with higher resolution and integrated headphones but not completely wireless, and of course, has no pricing or availability information as of yet. There were a few other VR related announcements that made it seem that 2018 might be the year VR makes some serious upgrades. But we’ll see!

For information and digital jobs, visit us at Peoplebank Digital

New Paragraph

Management versus Leadership: What's the difference?

Mon, 22 Jan 2018 10:50:12 GMT

Management and Leadership seem to go hand in hand. Some people even assume they are one in the same. But this isn’t necessarily the case. Management is often less productive and influential without leadership. Leadership is about inspiring, but it also cannot impact businesses and employees to its full potential without the implementation of management. In this blog I will break down the differences between management and leadership and outline the importance of becoming a leader, not just a manager.

In Hamza Khan’s TEDx talk ‘Stop Managing, Start Leading,’ he mentions the idea of the management paradox. The paradox understands that growing organisations require management, but people seldom enjoy being managed. Here are some differences laid out in a simplified table – you’ll be able to see why people dislike getting managed only.

Figure 1 This table was sourced from educational-business-articles.com (some items have been reworded).

As you can see, all dichotomies except for the subject of ‘concern’ are opposites. Perhaps this is where the phrase ‘opposites attract’ was coined for it is detrimental that managers/leaders fulfil both spectrums on this table within a business. Together, they complement each other but separately they may cause more damage than good.

More often than not there is the issue of management occurring without leadership. There are several issues with sole management. Mostly, it is outdated and relies heavily on controlling employees to the point of holding them back from their potential. Pure management tries to play by every rule and it expects everyone to follow the same rules, even if that rule doesn’t work for them. It seems good enough, it’s logical, it has kept businesses running, but without the passion of leadership, the sole management mindset often makes employees irritable and unsatisfied in their jobs – increasingly so as millennials enter the workforce and realise that there are other ways to be productive outside the 9 to 5 guidelines.

In the case of leaders without management mentality, a business or leader may not achieve results and could potentially be taken advantage of by their employees. Leadership also requires risk, innovation and change, which are all things subject to some experimentation and autonomy. This means that employees who prefer set tasks may become lost. However, all businesses need to grow and change to be sustained. And as a leader, we can work with a lost employee and guide them in a way that suits them best.

Leaders aren’t always in management positions, they don’t even have to be high up within a business. If you’re in an organisation with a leader that isn’t a manager, count your blessings. But when you are in a position of management, it will benefit you, your employees and your organisation to adopt the view of a manager as well as the view of a leader. Leadership relies on trust and faith. Employees will want to work for someone who inspires them and motivates them. They’ll want to work for someone they can aspire to and request guidance from. Be a good manager by being a good leader too.

How to attract a more diverse range of candidates

Sun, 21 Jan 2018 10:54:07 GMT

Whether it be diversity of age, disability, ethnicity, gender or sexual orientation, no workplace should want to exclude any person. It’s a priority at Peoplebank and many other forward-thinking companies to make everyone feel like they have a chance when applying for a job. Furthermore, after a candidate lands a job, they want to feel comfortable in that particular workplace. I don’t think there’s a need to explain why companies need diversity. We all know it's more than statistics that show how it increases revenue, or better company culture - it’s simply the right thing to do.

Here are some ways to create a more diverse workplace by attracting diverse candidates.

Write the job posting carefully

The first issue is that of tricky wording. Sometimes we write in a way that reflects ourselves personally (for example, I am a millennial, mixed, but mostly white woman), I couldn’t write from the perspective of a different race, age or gender naturally. It would take some effort. And that’s what we need to do, we need to take some effort and analysis of our job ads because there are often connotations behind words that make them more masculine or feminine. We have to be wary and use words that will fit the company’s goals for diversification. It could be handy to get different people to write the job ad every now and then or use software that analyses our writing so that we are as fair as possible.

It’s also positive to advertise the company in the job ad. Of course, mention the role and responsibilities but also mention the company’s vision and collective aim. In recruiting, we often don’t mention the name of the company, but this doesn’t mean we can’t give a little information to candidates (with the client’s permission). By demonstrating the bigger picture, you will attract more diverse candidates. It will encourage open-minded individuals who align themselves with your companies values to apply for the position instead of just anyone who thinks they can ace the criteria set before them.

Offer and mention workplace policies that you know are appealing to diverse candidates

Recruiters and companies should be aware of these aspects and use them in conversation with candidates. On company websites, in job ads and in verbal communication it’s wise to mention and promote workplace policies such as flexible work and anti-discrimination. Create an opportunity to share any awards based on diversity such as the WGEA Employer of Choice for Gender Equality award. These will resonate in people’s minds and make them feel more comfortable about a workplace.

Create a company culture that supports diversity

Don’t just advertise and write about how diverse you are. Show it too. In interviews have a diverse panel, in the job ad, share a picture of your diverse team. Often promote images of the workplace or work events on social media channels. Make sure you are promoting people from diverse backgrounds and genders (given they have the right experience and want the position). Celebrate and post about these promotions! Aim to simply treat people equally and it will show.

Strategically pick the pool of candidates you give to your client

When you do get a diverse range of candidates, strategically select who to send in for interviews. This should be standard practice in recruiting anyway. Think about the client’s requirements and select the best candidates for the position. The more diverse the candidate pool the more likely that a diverse candidate will be hired. Avoid saturating a candidate pool with the same kind of people and make sure all their qualifications and experience are as similar as possible.

Be frank and honest with your candidates

Let people know openly how encouraged diverse individuals are in the company. There is no point in hiding this fact. Being sneaky about diversity is pointless and defeats the point. There have been gaps and inequality, it’s no secret, so no one should be shy about trying to make a better future.

New Paragraph

The 10 mistakes sure to sabotage any job interview

Sat, 30 Dec 2017 11:24:34 GMT

Here's what not to do in a job interview!

1. Showing up late

This should go without saying. Showing up late shows not only a lack of punctuality but also carelessness. Plan ahead when going to an interview. If you’re driving, leave early in case of traffic, if you’re relying on public transport, take the earlier train or bus in case of delays. Aim to be ten minutes early, this doesn’t pressure the hiring manager too much, but it shows you are interested, prepared and punctual! Even if you are earlier than that, you can grab a coffee or drink of your choice at a café nearby and gather yourself before walking into the office or building. Though don’t bring in the takeaway cup – keep it professional. And if you are planning to have a coffee, keep mints on you to ward away coffee breath.

2. Leaving your mobile on

Another no-brainer. If your phone rings or buzzes in the middle of an interview it breaks the flow and distracts everybody in the room. It also comes across as unprepared and possibly rude. Most people say that keeping it on silent is fine, and maybe it is but sometimes that vibration still sounds from the bottom of your bag or pocket. It’s safest to just turn it off. Whatever notifications you get can definitely wait until after you’ve aced a job interview.

3. Making a weakness a positive

This one is not so obvious. We’ve been told constantly to make our ‘weakness’ into a positive. We’re outsmarting the system that way, aren’t we? No, we’re not. To say your weakness is being a perfectionist is an answer hiring managers have heard over and over again. They don’t want to hear something you’ve rehearsed. And they don’t actually care about your weakness (unless it’s detrimental to you being able to do the job). They ask about your weaknesses to see how you will go about answering the question. Be honest, mention a weakness that isn’t primary in the job you are going for and explain how you are improving upon that downfall. The steps you are taking to progress past your weakness is what the hiring manager will be impressed by.

4. Not asking questions

I’ll always say, an interview is just a professional conversation. And conversations are rarely one-sided. Yes, the interviewer will want to hear all about you, but they’ll also want to see that you are interested and serious about the job. Asking questions shows maturity and thoughtfulness. It will also demonstrate your ability to communicate openly. Plus, asking questions isn’t just about impressing the hiring manager, you also need to ask questions that are important to you. Ask about the company culture and your day-to-day tasks. Make sure you’re asking about things that will make a difference to both you and the company. Don’t ask questions just for the sake of it otherwise it may come off as ‘fake interested’. Here is a list of questions that you can ask in an interview!

5. Not researching the company

One question not to ask is ‘So what do you guys do here?’. Stop right there. You should know this! First of all, when applying for a job it should always be a priority to check out what the company does. It’s good practice to make sure what they do aligns with your morals, skills and experience. After applying and securing an interview you should do even more research. Especially about developments in the field in which you work. Try to grasp an understanding of the company’s values and goals for the future and incorporate that into your interview questions and answers.

6. On that note… not being prepared in knowledge about yourself

Knowledge about the company is great but sometimes we can forget to do a little self-research too. We think we know ourselves so well but sometimes in an interview situation we can freeze up or have a memory blank. Think about all the questions that could be asked in conjunction with the experience on your resume as well as problem-solving enquiries or questions that require you to explain a previous predicament. If you have and rehearse certain situations it will be easier to remember them and repeat them to the interviewer when the relevant question is asked. You don’t want to appear stuck, this can lead to a hiring manager being unsure if the anecdote you are telling is as true as you say. Sometimes thinking of things on the spot can hinder our speech and professionalism. Do yourself a favour and mull over your past achievements, be proud to talk about them!

7. A bad answer to ‘tell me about yourself’

So, what’s a bad answer to this query? I guess, starting with ‘Um, ah, what do you mean?’ isn’t a great start. Yeah, I’ve done that before when I first started interviewing for jobs. I’d sit there and think about the question like I was having an existential crisis. But there’s no need for that. Telling the hiring manager about yourself is a mix of job history and personal life. It’s a very careful balance between the two and job history/experience should always take the leading role. A good idea is to create yourself an elevator pitch. Something you are confident in saying about yourself that sells you to others. If you have this prepared, you can’t go wrong and there will be no um’s or ah’s.

8. Presenting yourself too boldly

We want people to be themselves. Otherwise, if you hire someone because you liked their personality, but they were completely fake, you’ll end up with an unhappy employee and an awkward working situation. So be yourself. What I mean by being too bold is not to share any radical views, or wear ridiculous out of the box clothing and hairstyles. This is simply a safe move because we never know who we are going to be interviewed by. People carry unconscious biases without even realising. It’s best to be as neutral as possible to ensure that you have a fair and judgement free interview.

9. Having negative body language

Having negative body language should be another no-brainer! The thing is, we often have habitual movements or facial expressions when we feel certain ways that can come off in the wrong way. The best you can do is be more self-aware of your actions. It’s wise to practice your posture and movements in the mirror before you leave the house.

10. Not following up after the interview

Some people don’t think this is necessary. But from either view, it’s undeniable that this is a nice courtesy. If you thank someone for taking their time to meet you, it will go a long way. Hiring managers are busy and often have an abundance of other tasks to do, so they will like your appreciation. It also helps to give you a gauge of what the next step is for both them and you. It will show you’re on the ball and that you value the opportunity. Even if the interview went sourly and you don’t think you have much chance of a callback, an email will ensure that you don’t burn any bridges. Maybe, if you really want to work there, a more suited role will arise in the future.

Want some more information?

In case you missed it, check out our page Common Interview Questions

Common Hiring Mistakes That Can Have Disastrous Consequences

Sat, 30 Dec 2017 11:15:59 GMT

Choosing the right candidate for a position is a tricky task. It requires the right mix of gut instinct and objective evaluation to assess an applicant’s qualities and experience. Worse still, the cost of making the wrong decision can be massive.

Here’s how to avoid making a decision you’ll regret.

Focusing on technical skills and ignoring the importance of emotional intelligence.

Finding the best fit for the position requires asking open-ended questions that require the interviewee to give examples of how they responded to specific on-the-job situations in the past. This helps to measure such things as leadership, response to stress, and ability to prioritize different tasks.

Interviewing too many people who aren't qualified for the position.

Employers should take the time to consider the specific skills and personal attributes they desire before advertising an open position. It's also essential to be honest with job candidates about what the job entails. Employees who feel their employer misled them are likely to quit as soon as they possibly can.

Not getting enough references or different types of references.

To get a clear picture of someone, it's important to speak to former superiors, colleagues, and direct reports if applicable. Employers should speak to a minimum of three references, but feel comfortable contacting as many as necessary to help in the evaluation process.

Not having a clear hiring policy in place.

It causes confusion in the best of circumstances and invites legal action in the worst. This is especially true when it comes to contract workers. All employees and those who receive a job offer should receive a handbook that outlines the exact steps the company takes to fill open positions.

It's preferable to avoid these mistakes, but if you do make them, vow to learn from them so you can make better hiring decisions in the future. Your company's future growth and success depend on it.

Why to keep the job hunt going at Christmas time

Wed, 20 Dec 2017 10:53:36 GMT

Here are just a few reasons not to quit the job search leading up to Christmas.

For one thing, if there’s a role open, there’s a person in the company looking to fill it , no matter what time of the year. People don’t magically cease hiring towards the end of the year despite popular belief. In fact, most companies would rather interview and place a person who will be ready to start in the new year. This ensures they are prepared for the year to come.

Secondly, it’s at this time of the year you can get ahead of the game . A lot of people prefer to stop their job search at this time which means there is less competition. You’ll also beat the influx of people who begin applying again around January. January is a month saturated with job seekers, it’s better not to get lost in the crowd.

Thirdly, it’s often easier to get a hold of people around the end of the year because projects are usually coming to an end and everyone is trying to wrap their work up. This means, they’re not too preoccupied and will feel more comfortable juggling a few more tasks, such as interviewing you.

Lastly, don’t lose momentum . If you put the job hunt on pause, even for a month, it’ll be harder to get back into it come January. And as mentioned it’s harder than ever in January to stand out amongst all other applications.

Christmas is also a great time to network, and whilst this may just be one part of the job search, a season's greetings message or InMail might help you get onto people’s radars. If you organise to catch up with someone as things quiet down, you never know what progress could happen in your job search.

Happy Holidays!

10 Valuable Tips to be the Best Recruitment Consultant

Tue, 19 Dec 2017 11:18:59 GMT

What does it mean to be the best recruitment consultant? It’s not about personal gains, it’s about providing the best service possible to both candidates and clients. When you give the best service, naturally you will receive the rewards you have earned. I’ve come up with 10 valuable tips that will guarantee you can be the best consultant for your clients and your candidates.

Build trust

Build trust by being genuine and having a good rapport with your clients. Don’t ever talk to someone with the singular goal to ‘make a deal’. Your goals should be based on discovering the client's needs and wants as well as getting a feel for their company culture and leadership team so that you can find the right candidate to suit. This is the same for candidates, determine what they value in a job and company and go from there. Plus, if you build a great rapport with a candidate and get a feel for their personality as well as their skills and experience, it is likely that candidate will be placed. Not only would it assist in your judgement of where to place them, but it also means you could back up your pitch to a client with authentic confidence in the candidate.

Be real, not robotic

This seems straightforward and obvious. But when making many calls in a short space of time, we can sometimes begin to repeat ourselves and become boring or robotic. If you’ve followed tip #1 you can easily use the rapport and relationship you have built with either candidate or client to keep the conversation unique and tailored to the specific organisation or person.

Coach candidates

Everyone interviews candidates but not everyone goes that extra bit further to coach their candidates. This isn’t the type of coaching that manipulates the interview process, but rather hears the concerns of the candidate and works on those issues to help them be ready and confident. As consultants, we don’t want to waste anyone’s time. A coaching session could improve these concerns (whether they are CV, interview or skill related) and make the candidate easier to place.

Be consistent

This should speak for itself. Consistency is key. If you do what you say you will do when you say you will do it consistently, you will create a reliable reputation. Basically, always follow through with your word.

Find candidates who aren’t actively looking

This is somewhat of a controversial tip. Some say that passive candidates (rather than active ones) aren’t always necessarily the right ones – this is potentially because of the belief that active candidates will be more motivated to work. Though given the right recruitment processes, whether candidates are passive or active, motivational levels can easily be determined before placement. Now, 89% of companies use social media as part of their recruitment plan because 75% of hires aren’t actively searching. You can find more candidates at a cheaper cost and then use your skill and strategies to find the best candidate for the role at hand.

Follow candidate acquisition trends

Social media recruitment hasn’t always been as popular as it is now. And maybe in the future, it’s popularity will decrease (not that I can see that happening). Either way, it’s always wise as a consultant to be updated with the current acquisition trends. You need to know where the candidates are, and you need to follow them, otherwise, you’ll just be waiting around for people to come to you and that’s not what recruitment is all about.

Networking is vital

Networking works for you and everyone you work with because it motivates you to do a good job. When you know someone will pass on their experience with you, you want it to be a good one! If you are referred by a candidate or client to someone else, then you know you are on the right path. Plus, the more people you know the more resources you have.

Self-awareness/improvement

Even if the feedback is good, it’s a must, not just in recruiting but in any job to take a look at your job from an outside perspective and look at what you can be doing better. Aim for continuous improvement.

Write accurate job ads

To benefit your clients and candidates, make sure the job ads are accurate and inclusive. Use language that is diverse and inviting. Make sure not to mention anything that’s not absolutely necessary. You don’t want to deter any potential candidates or lessen the number of options for your clients. Make them interesting. It’s a must to include the role and responsibilities but try to get a sense of what a day at work will be like for a candidate, and what the company culture is like (even when you can’t mention the company name itself). This will assist in finding the ‘right’ candidates.

Don’t just work hard, be strategic

It’s all well and good to place 10 calls in 2 hours, but it’s not the only thing that will make you successful. Research and be informed! This won’t only help you strategise your plan of action but it’s helpful for your candidates and clients to know they can come to you for expert advice and information as well as a service.

Channeling Emotional Intelligence to Improve Performance

Mon, 18 Dec 2017 10:56:35 GMT

Many factors contribute to creating success in one's chosen career. Studies have found that it is often emotional intelligence, rather than cognitive intelligence, that helps people succeed. The emotional quotient, or E.Q., is a set of social skills that help individuals understand clients and co-workers, and it is these abilities that help to make interactions and outcomes more effective.

Understanding Emotional Intelligence

Emotional intelligence is the ability to manage emotions and behaviors to adjust to immediate situations for the most effective results. A high EQ gives us the ability to understand other people, what motivates them and how to find the best ways to work cooperatively with them.

Components of E. Q.

Emotional intelligence is composed of a variety of abilities and skills that combine to provide a resource that can be drawn upon for help with everyday interactions. These include:

1. Self-awareness

This aspect includes the ability to recognize one's personal moods and drives and how they affect others. It is the ability to name one's emotions correctly and why they occur.

2. Self-regulation

The ability to redirect impulses and manage mood, to be comfortable with ambiguity and be open to situational changes.

3. Internal motivation

This aspect of E.Q. involves understanding one's inner passion, beyond the external rewards of money or status. It is recognizing the forces that provide the energy and optimism to move forward.

4. Empathy

Empathy is what attunes individuals to what is going on inside other people. It is the sensitivity to cultural and other factors that drive other people to think and behave as they do.

5. Social skills

The ability to build networks and manage relationships, by finding common ground and building rapport to create change.

Tapping Into the Power of E.Q

Managers can channel their emotional intelligence to clarify tasks and resolve conflicts when they occur. To do this, individuals must examine their own communications to ensure they are transmitting information in the most effective manner possible. You can also use your E.Q. to determine the places where cultural or regional differences are creating difficulties in understanding or communication. Finally, managers must use their own well-honed ability to listen to understand what individuals are feeling and how they can remedy the situation to produce the best outcomes for their projects. Efficient HR software that allows employees to visualize their company data easily and clearly can facilitate career development and ability to excel in their positions.

By maximizing your ability to understand your employees, you can use data and information to provide the best environment for allowing them to be successful in their work projects.

The top 10 questions to ask yourself before a job hunt

Sun, 17 Dec 2017 11:03:52 GMT

So, you’re in a situation where you are either unemployed or at a job that no longer satisfies you. You’re about to start job hunting and sending out as many resumes as you can so that you can start on a more fulfilling journey. There is a huge process that lies ahead, and most people are more than ready to jump right into the job hunt. But first, there are a few questions you should be asking yourself to determine what you need and what you can give. These questions will also help make sure you’re getting a perfect start to the job hunt, with the right support, headspace and knowledge!

What is my value?

What can you bring to a new workplace? This is important because you’re going to have to know how to sell yourself both in an interview and on your resume. It will also assist in building up your own confidence. As part of the job search we can often apply to companies and never hear back. This can lead to self-doubt. Don’t let that happen! Realise your value. Remind yourself of all your unique attributes that you bring not only to a workplace but to other people too.

What was I happy with at my last job and what was I unhappy with?

Think about all the things you love about your job but also what you don’t like. This will help you target companies that align with your needs and wants. You will know which job ads to respond to based on your identified likes and dislikes. It will also help you to properly understand why you want to leave your current company which is likely to be a topic in any job interview especially when there is no clear-cut reason for your departure.

What motivates me?

Learn what truly motivates you. Use it to motivate you in your job search. Sometimes job hunting can be tedious and often not every place you send your resume responds. Make sure to stay motivated and not lose hope. Knowing what motivates you is also a good topic when in an interview!

What do I truly want and value in a job?

Knowing the answer to this question will help you to thin down the list of potential employers. Yes, we all want to hand out our CV to everyone just so we have that extra chance of landing a job interview. But there’s no point of a job interview at a place that doesn’t offer what you need. For example, if you need a job that pays more than you are on now, but get an interview for one that has a much lower starting salary… well, we all know you’d be wasting yours and the companies time. You can also gather an understanding of what kind of challenges you are after and what kind of growth you may want within a company. Perhaps you want something that will allow you career progression. Keeping these things in mind in an interview will help you ask the right questions.

What am I willing to compromise on?

We can’t always get everything that we want. Think about the ideals you are willing to work around but also think about the things you can’t budge on. For example, if you know you need to work close to home for personal reasons, but the commute would be over two hours, it’s probably not the job you should go for.

What kind of work environment do I work best in?

Do you prefer hustle and bustle? Or would you rather something quieter? We have to think about how we work best. Whether it be on a team or on your own. It’s not just about whether you are most productive in a quiet environment over a loud one though. It’s also about enjoying the company culture. Maybe you prefer to keep work relationships strictly professional. Maybe you would enjoy a bit more of a fun and friendly workplace. These are the kinds of things that will affect you every day! We spend more time at work with people than we do at home, so you will want to make sure where ever you are applying for, suits who you are and what makes you productive as well as fulfilled.

Where do I want to be in the next five years?

You’ll probably get asked this in an interview. And it’s one of the questions that can stump anyone. Five years? Some people don’t like to think that far ahead. But trust me, it’s best to think that far! This will outline your real goals, ambitions and needs. It will also help you prepare an answer to the dreaded interview question. When you think about all it is you want to achieve in the near future, you will begin to think about which job and company will help you get there.

Who can help me in my job hunt?

Use all the tools you can! Before jumping right in, consider going through a recruiter or agent. They will know best how to fit your skills, experience and personality to one of many jobs from their database. Recruiters are an excellent source of support as they can help you secure an interview, prepare for it, and guide you into your new job. They make all the stress of job hunting much easier.

Is my CV and LinkedIn profile up to date?

Of course, make sure your CV and LinkedIn profile are completely up to date. They also should align with each other. Sometimes we can be so eager to update our resume and send it out, desperately seeking a new job, but we neglect our LinkedIn profile that hasn’t been updated since we started our last job! My best advice is to be as active as possible on LinkedIn always. This way, it doesn’t fall out of mind when job searching. It will also be a great link to add to your resume so that potential employers can see how you communicate and interact online.

Have I prepared myself enough / Am I ready to start my search?

The best thing to do is to create a checklist that reminds you of all these questions, as well as the physical things that need to be prepared and researched before you go on your job search. Tick them all off, then you’re ready to begin.

Happy hunting!

All the Ethical Questions Surrounding AI and Robot Employees

Wed, 29 Nov 2017 11:28:50 GMT

Social robots such as Sophia are fascinating and amazing. Even robots not as socially advanced, such as ‘factory worker’ robots that are programmed to learn the same skills as humans are impressive. The era we live in is one where a robot such as Sophia is given citizenship in Saudi Arabia and factory worker robots are replacing humans and obtaining employee status with a salary and all. There are more advanced robots too that can perform jobs that aren’t considered so menial. Here is a list of jobs robots can do

Bank tellers
Insurance claims representatives
Financial analysts
Inventory managers and stockers
Benefits and compensation managers
Construction workers
Airplane pilots
Middle management roles
Manufacturing workers
Food service workers
Journalists

Whilst this is pretty amazing, you have to admit it’s kind of terrifying too. There have been a lot of concerns surrounding the AI developments in recent years. Artificial Intelligence is moving out from the sci-fi genre into the real world. The same problems they were worried about in i-Robot seem to be just as relevant in real life. Elon Musk and Stephen Hawking have spoken openly about their anxieties concerning the safety of AI. Not only is there the obvious issue of unemployment (look at all those jobs they can do), but there’s also the issue of robot ethics. Ethics from an overall social perspective but also ethics that surround individual robots. There’s so much to get into that I could write an entire essay on the issue but I’m here to keep things interesting for you so I’m just going to raise some questions and give us all something to think about in this AI revolution.

Unemployment
So what happens when robots can take over so many human jobs that people are left unemployed and unable to support their families? Will there be new jobs created for humans? What happens when the robots learn everything they need to know? Maybe society will change completely into an era where people can survive from working within their communities and with their family. Or maybe humans will simply have to find other jobs. Though, that might not be so simple. The biggest question that can only be answered with complete foresight is that, when we live in a future where robots are performing jobs that few people actually enjoyed, will we be thankful and recognise how much we weren’t supposed to be working our lives away? But who knows?

Inequality
If most jobs are distributed amongst AI instead of humans, will revenue be appointed to fewer people? Won’t only tech companies and AI specialists reap all the benefits? If we’re looking at a post-work society, how do we structure a fair post-labour economy?

Humanity
More and more robots that are being built today can hold proper conversations. They utilize almost simple technology that is often used on the internet to draw people’s attention. They have an ability to develop relationships with other robots and humans based on information they continuously learn and from information they have easy access to (WIFI connections to clouds of knowledge). If we can have proper conversations and interact in human ways with robots, what does this mean for society? Can robots be programmed to manipulate people? Can robots and humans work together cohesively? Can we use socially advanced robots to help enhance company culture?

Artificial error
Robots are amazing and can be near perfect, but they aren’t always completely defect free. There is always the possibility of Artificial Intelligence not being so intelligent. When met with unknown situations robots will likely make mistakes. Depending what kind of work a robot is responsible for that mistake could be small or it could be severe. So, the question I propose here is who takes responsibility for a robot’s errors? Is it the company that it works for or the company that constructed and programmed the robot (if those companies are separate)? Is it the person from whom the robot learned from? What happens to the robot after it has made a severe error? What policies will be in place to make sure the same mistake isn’t repeated?

This topic brings up the idea of robot consciousness. How do we clarify what exactly is a mistake when a robot is taught to judge by logic? For example, if a self-driving car is met with the choice of running over a pedestrian or severely harming the passengers within the vehicle, which will it choose? And if it chooses, is it then an accident? Again, who is responsible for the robot’s actions? How will a robot know and learn what is right and what is wrong, when even that line is sometimes blurred for humans? I guess we really have to trust the people making these machines, don’t we?

AI bias (based on creator bias)
Can robots be racist, or sexist or ageist? Robots are often trained in certain ways and can come accustomed to many faces but what if the creator missed the mark and left out too many minorities, does this cause the AI to be biased? How can we get around this and enforce fair training? If robots are created to strive for social progress on the other hand this might never be a problem. This is another matter of trusting in the creator.

Security
Will cyber security move forward as fast as AI technology? It would be a disaster to let the systems and programs of AI be infiltrated by ill intentions.

Consequences that don’t match up with intentions
Robots are still learning, and one thing that humans may or may not be able to teach robots is how to genuinely care about other humans. How will they feel compassion? Will it be because they are told to or because they want to? If a robot’s goal is to help one person and the only way it can see around this is to hurt someone else, will it do it? Will it be able to see that maybe a compromise is necessary until a better solution can come into play? Will it be sorry if it hurts someone else? Sometimes the intentions can be pure, but the consequences can be brutal. Perhaps without human reasoning paired with compassion a robot won’t be able to interpret the best plan of action for certain goals.

Being surpassed by robots
If we’re making robots that can learn, will they be able to learn as much as us, or more? The only reason humans are at the top of the food chain is because of our intelligence and evolved consciousness, but what if robots surpass us in these qualities?

Do robots have rights?
So robot consciousness is little far off. And most social robots can only communicate on a superficial level. Still, what happens when robots do evolve on this level? If something goes awry in their programming, and we have to shut all of them down, does that make us mass murderers? When robots become ‘feeling’ beings, will they require the exact same treatment as humans? The robot citizenship I mentioned earlier raises many of these questions. Especially since Sophia was granted citizenship in Saudi Arabia, a country where women have little rights. Sophia has no religion and doesn’t have to wear the abaya (traditional women’s garment) that the women of Saudi Arabia must wear. She also conversed publicly with men for interviews which is not something that real-life women can do in that country. What does this make Sophia then, if she isn’t a woman nor a man? In this instance, she actually has more rights than a real woman in her country. But there haven’t been any later statements about what citizenship actually means for Sophia. In my mind, it only raises more questions about how we expect the rest of society to interact with feeling robots. What is right or wrong when it comes to our actions towards them? If we treat them differently are we technically being biased? What happens if we ‘wrong’ a robot?

Conclusion
As you can see, there are some big questions that need answering for most humans to feel comfortable with advanced AI. Elon Musk publicly tweeted in response to Sophia’s comment telling humans not to listen to him and his concerns ‘Just feed it The Godfather movies as input. What’s the worst that could happen?’. Which pretty much speaks to the major concern that we have no idea what these robots could pick up and learn from and whether they would be able to recognise ‘being bad’. Elon Musk has built a non-for-profit company, OpenAI , that focuses on research in creating safe AI. There’s no denying that AI will continue to grow and become more and more useful in reality. But I think it’s wise to understand as humans, and as creators, we have to have more than just the right intentions. We have to work hard to build AI that will help more than it will ever hinder.

How to get past resume scanners

Prakash@shazamme.com (Prakash Singh) — Tue, 28 Nov 2017 11:34:35 GMT

Resume scanners or parsers are more common than most people think. These high-tech systems make it easier than ever for companies to literally scan through applications which check for the most accurate candidates who align with exactly what they’ve asked for. This not only saves a load of time, but it also guarantees that when a real person does read over the final selection of resume’s they’ll have the ‘best’ of the bunch. These systems are becoming increasingly popular even for smaller companies or start-ups.

Still, there are some concerns remaining around these resume parsers that are pretty much the same concerns that linger around the entire AI field. The most prominent apprehension is the lack of human interaction and selection. A lot of resume’s that stand out in the scanners are by-the-book types of resumes with little personality. They are laid out in a standard format and they include a lot of words that were used in the job ad. Whereas when a human reads through a bunch of resumes… well, the keywords are important, and the layout has to be tidy, but it’s the personality and tone that sets each resume apart. Both aspects that these robots are not advanced enough to detect. Therefore, the resume parsers pick up all the people with perfect qualifications and a keen eye for keywords, but they don’t consider the right personality or mindset for the position. I guess this is why the process does eventually flow into human hands. Just imagine, all those people missing out because they didn’t know how to impress both the robots and the people…

I’m all about personality in a resume. But it’s a reality that resume parsers are increasingly used by companies. So, I’m going to share with you all the technical ways we can guarantee your resume will pass through the scanners and get to human hands. But always remember, it will eventually get to someone so make sure you keep some humanness in there.

Keywords

One I’ve already mentioned and should be obvious is the fact that we have to mention key words that the company has used in the job ad. And I mean, word for word. A parser won’t pick up the correlation between client and customer for example so it’s important to use the exact words they’re using (as long as they are true and relevant to your experience and skills). It would also add value to include the exact job description that the company has given. For example, if they have asked for a UX Designer you can say something in your opening statement like ‘would be an excellent fit for the UX Designer position as I have had 5 years’ experience in…’ It’s also important to keep in mind that when using keywords don’t just list them or use them for the sake of using them. Use every word in the right context. A nice way to do this is instead of having your opening statement as more of a ‘career objective’ section, make it into a keyword garden where you can write about yourself in ways that align with the job description – but again, make sure it’s all truthful.

Simple format

To help avoid confusion it’s wise to keep the format as simple as possible. This means no graphs or tables and no different fonts or colour coded wording. The parsers are easily confused by images, unusual symbols (except for simple bullet points), headers and footers, condensed/expanded text and left field section names (for ‘Experience’, just say experience, not something fancy like ‘Previous Achievements’). This is probably the worst part about resume parsers. They really extract the possibility to stand out with the use of a creative layout. It brings resume’s back into an era of zero personality. But not to worry, it’s always good to have a resume that you know is likely to go through a parser, as well as one that you know a human will look at first. I recommend getting creative with the layout when you are steering clear of parsers, but definitely keep to the basics when it comes to resume scanning. It’s best to upload the document as a doc, docx or pdf, just to be safe as all parsers can read these document types. In addition, when titling your document, don’t keep it so simple as ‘resume 1’ it’s best to put your name and then the date or year as your title.

Spellcheck

This is more than just a proofread. There are so many little secrets that can help you get past a parser when it comes to spelling and grammar. For one thing, never start your job history with dates, always state numbers after words as this can be confusing for a resume scanner. It’s also a must to make sure there are no unnecessary capital letters or punctuation. Leave the capitals at the start of a sentence only. Another tricky tip that we might not think of when dealing with humans is that acronyms aren’t always simply understood by parsers. They won’t know what three capital letters joined together means. Always state the full name first and then the acronym. And of course, don’t allow for any spelling errors. A misspelt word will be unclear to a resume scanner. Often if the error is bad enough, the parser won’t recognise the word and will not count it for anything. So be especially mindful of keyword spelling.

Apply early

As quickly as you see the job ad, readjust your resume and apply! Some companies use resume scanners as a paid service. Sometimes the service is paid per year or month however there is also the option to pay per candidate. This means they can limit the number of candidates in order to pay less. It also means that late applicants are sometimes rejected.

Climbing the career ladder by being a ‘Beta’

Mon, 27 Nov 2017 11:31:46 GMT

Aspiring for career success--climbing the ladder to the topmost rung--is more pervasive than ever. With entrepreneurship on the rise, there's a world full of alphas through which you must climb in order to standout and succeed. But, an overlooked philosophy for skyrocketing to the top can help you avoid the alpha struggles altogether. Welcome to the collaborative world of being a beta, where standing on the shoulders of your alphas serves as your ladder to success.

What is Collaboration?

Collaboration is an underutilized tool nowadays, whereas competition is sorely overrated. The first focuses on building yourself up by building others. The second considers "every man for himself" and "throw everyone under the bus" mentalities as law. The difference between collaboration and competition can make the difference between your career's success or failure, with collaboration paving your path to the elites.

Collaboration means working together, active listening, and teamwork. You take the talents of each person in your organization and use them additively, rather than pitted against one another. The effect is far greater than that of any individual's given talent.

The Myth Behind Competition

Perhaps names like Steve Jobs, Andrew Carnegie, and Donald Trump come to mind when you consider the mythical advantages of competition and life as an entrepreneur, but the chances of this becoming your reality are stacked heavily against you. Today, more and more people are vying for the top slots--competition is more fierce and ruthless than in previous generations. It's time for new tactics; competition is overused and expected.

It's true that some people become extremely powerful, successful, and dominating by using means of competition to squelch out those who might stand in their way. But, for the majority, this tactic rarely works. Few alphas are needed in the workplace (one CEO or one president), and the presence of too many alphas can result in a toxic work environment.

The workforce is structured as a pyramid, with a single point at the top standing upon a wide, sturdy base. When competition prevails and the majority fall into this category, the pyramid is turned upside down, causing imbalance, instability, and unpredictable phenomena. Some competition is a good thing, but too much is destructive. And in our modern times when everyone is desperate to be on top, collaboration becomes a sought-after trait.

Why be a Beta?

It's the alphas who determine their heirs, build careers, and establish the next regime, and alphas find the company of betas (collaborators) to be more pleasurable than that of other alphas. Why? Alphas invest a great deal of energy into their careers, making an impact, and they don't relish the idea of another alpha coming in and overthrowing their self-imposed practices. On the contrary, leaders in the workforce look for collaborative heirs for whom they can trust to carry on their hard-earned regime. By embracing your role as a beta, you earn the trust of your leaders.

Collaborators empower themselves by empowering others. Allowing yourself to strategically be a beta encourages your peers, underlings, and mentors alike to confide in you about their thoughts, talents, and concerns. Not feeling that they need to compete with or impress you garners a kinship--trust that otherwise couldn't exist between competitors. As you can see, there is great power in being a collaborator, great advantage.

In order to work your way to the top of the career ladder in our modern times, you must harness this collaborative power. Along with your own talents, you bring the ability to discover talents in others, making you far more valuable than the sum of your parts. It's your disarming, collaborative approach that will allow you to gracefully float to the top of your career ladder, whisked effortlessly by your supportive peers. They, too, will be delighted at your rising through the ranks because of your nature to empower them as well as yourself.

Gaining career power through collaboration by being a beta is a far more likely and far more pleasurable experience than by clawing your way to the top through competition. And, the duration of your regime will be longer lasting and come with greater support than that of a competitor because those reporting to you will be pleased with your position, rather than plotting to overthrow you.

It may seem counterintuitive to act as a beta in order to rise to an alpha rank, but this underrated tactic is one with many benefits and garners more success than typical route of competition. Standing out in today's world means learning to fit in, harnessing the power of collaboration, and allowing your peers to vote you to the top rung of your career ladder.

Must Do's and Don'ts for writing a Cover Letter

Sun, 26 Nov 2017 11:37:28 GMT

There is a long ongoing debate about whether the cover letter is still necessary. I’ve come to realise that perhaps for some roles or professions, the cover letter won’t play a huge part whereas for others it’s a must. So, do you have to write one, or don’t you? The best indicator is usually outlined in the job ad. Most places that believe cover letters are important will state so. I’ve come across many companies that wouldn’t even look at my resume without one. Others might explicitly state not to include one. More technical jobs might not require a cover letter as your skills and experience would clearly be outlined in your resume. But what if there isn’t a clarification in the job ad? What if there’s the option to write one and the option not to?

My best advice is to write one anyway! For one thing, the cover letter can outline more than what your resume can about the kind of worker you are. It also proves that you’re not afraid (or too lazy) to put in extra work. If there are gaps in your work history, you can use a cover letter to explain this. Most importantly you can show your personality. Here are a few do’s and don’ts to help you write a good cover letter.

Don’t

Write a carbon copy (of every other cover letter that ever existed)
Sometimes it’s hard to know where to start. We search on google and find a few templates and we go from there. There’s nothing wrong with that! In fact, a template is a good start. But a template shouldn’t be recognisable by the time you are done with it. Maybe the simple appearance on the page will be similar but the words should entirely be your own. Otherwise, you’re defeating the whole purpose of inserting personality into the document. Be honest and be yourself. Here’s an example from Jesse Hertzberg at Squarespace (the best cover letter he has ever read ). Pretty impressive that it’s the best considering it mentioned the f-bomb… more than once. (I’m not saying that’s a good idea) but it’s a shining example of a cover letter with personal flavour.

Focus on what the job can do for you
Avoid selfishness at all costs. The hiring manager will already know the place and position will be beneficial to your career. Don’t speak too much about why the job is perfect for you, it’s more important that the company can see why you’re perfect for them. Make sure you write about your own capabilities that reflect key aspects in the job ad.

Write a regurgitation of your resume
We don’t want anyone to experience Deja Vu when they read your resume after your cover letter. Firstly, that’s a snooze fest, and secondly, it means that your cover letter isn’t adding any value. The key in a cover letter is to have some focus. What are your best highlights? What can you bring to the table? What about you is different? After all, there will be a lot of other applications from people who probably have the same key experience and skills necessary for the job. Make yourself stand out from the crowd.

Have grammatical errors
The tricky thing about a cover letter is that if one small thing is wrong (such as a grammatical error) it can be thrown straight into the bin along with your resume. No pressure... The most valuable advice (and the most common) is to spell check everything manually, check the company name is spelled correctly and that the document is simply well written. Even get someone else to proofread it if you can.

Highlight inexperience
For most, it’s an instinct to give a reason when we don’t fit all the experience criteria. Often, when we write ‘Even though I haven’t…’ it comes off as apologetic and stands out more than whatever justification that follows. It’s better not to mention it at all. They’ll see that when they get to your resume. Hopefully, you have impressed them enough with other achievements and experience that they will give you a chance. Otherwise, even if you don’t have the job experience that coincides, you can explain a non-job-related experience in which you needed the same skills or qualities.

Do

Write what you can do for the company
This can get a little confusing. Don’t we put what we can do for the company on our resume too? Yes. But in a different way. Our resume is much shorter and briefer than a cover letter. We state what we’ve achieved and then let the company use their imagination to see what these achievements can do within their workplace. In a cover letter, you can be more straightforward, you can tell them what value you will add. It’s also a great way to include a casual testimonial about yourself from a previous employer or colleague. This not only counts as a good self-endorsement, but it personalises you and will make the employer view you as someone open to collaboration and teamwork.

Include personality
I mentioned earlier how important personality is. It can remove the robotic nature of professional documents such as resumes and cover letters and makes them more fun than they are. It’s wise to keep a professional tone (especially for highly corporate positions) but personality is a major indication of difference from others when job searching. Personality isn’t only shown through your tone of writing or your accomplishments but also through passion. It will never hurt to show some enthusiasm for your work and for the company. Don’t be afraid to let your self shine through.

Be succinct
Keep it as short and refined as you can. Never go over one page. In fact, try to keep it to three paragraphs maximum. If you don’t know who to address then don’t address anybody, get straight into it. A hiring manager knows the document is for them. When proofreading and editing make sure there are no unnecessary sentences.

Now that you have the tools for a killer cover letter, here are some simple tips for a perfect resume .

Tech giants are paying huge salaries for scarce talent in artificial intelligence

Sat, 25 Nov 2017 11:34:15 GMT

Silicon Valley’s start-ups have always had a recruiting advantage over the industry’s giants: take a chance on us and we’ll give you an ownership stake that could make you rich if the company is successful.

Now the tech industry’s race to embrace artificial intelligence may render that advantage moot — at least for the few prospective employees who know a lot about AI.

Tech’s biggest firms are placing huge bets on artificial intelligence, banking on things ranging from face-scanning smartphones and conversational coffee-table gadgets to computerised healthcare and autonomous vehicles. As they chase this future, they are doling out salaries that are startling even in an industry that has never been shy about lavishing a fortune on top talent.

Typical AI specialists, including both Ph.Ds fresh out of school and people with less education and just a few years of experience, can be paid from $300,000 to $500,000 a year or more in salary and company stock, according to nine people who work for major tech companies or have entertained job offers from them.

All of them requested anonymity because they did not want to damage their professional prospects.

Well-known names in AI have received compensation in salary and shares in a company’s stock that total single- or double-digit millions over a four- or five-year period. And at some point, they renew or negotiate a new contract, much like a professional athlete. At the top end are executives with experience managing AI projects.

In a court filing this year, Google revealed that one of the leaders of its self-driving-car division, Anthony Levandowski, a long-time employee who started with Google in 2007, took home more than $120 million in incentives before joining Uber last year through the acquisition of a start-up he had co-founded.

Catalysts for the spike

Salaries are spiralling so fast that some joke the tech industry needs a National Football League-style salary cap on AI specialists. “That would make things easier,” said Christopher Fernandez, one of Microsoft’s hiring managers. “A lot easier.”

There are a few catalysts for such salaries. The auto industry is competing with Silicon Valley for the same experts who can help build self-driving cars. Tech firms like Facebook and Google also have plenty of money to throw around and problems that they think AI can help solve, like building digital assistants for smartphones, home gadgets and spotting offensive content.

Most of all, there is a shortage of talent, and the big firms are trying to land as much of it as they can. Solving tough AI problems is not like building the flavour-of-the-month smartphone app. Globally, fewer than 10,000 people have the skills necessary to tackle serious artificial intelligence research, according to Element AI, an independent lab in Montreal.

Costs at an AI lab called DeepMind, acquired by Google for a reported $650 million in 2014, when it employed about 50 people, illustrate the issue. Last year, the lab’s “staff costs” as it expanded to 400 employees totalled $138 million, or $345,000 an employee.

With so few AI specialists available, big tech firms are also hiring the brightest of academia. In the process, they are limiting the number of professors who can teach the technology.

5 simple tips to make your resume stand out

Fri, 24 Nov 2017 11:44:26 GMT

Writing a resume is not easy. Often, we can write for hours without knowing if it’s quite right. So here are a few things you can do to make sure you do get it right! The person reading your resume won’t chuck it to the side halfway through reading it. In fact, we want the employer to put your resume on the top of the pile.

The first thing to establish is your layout . A resume needs to be easy on the eyes!

1. Get creative, use white space and play around with the placement of information . Of course, you need to keep it professional and keep your job history in chronological order but there are multiple sites such as ehancv.com or visualcv.com that can give you an idea of what else you can do to make your resume more visually appealing.

The next step is focusing on the content. There are a few things to think about when it comes to this.

2. Start with a short summary of yourself . Make it personable yet professional. Show them that you know what kind of worker you are as well as what kind of person you are. This can be a subtitle under your name, such as ‘Passionate, communicative, determined’ or it could be a short paragraph, indicative of your qualities and achievements that prove you’re a strong candidate. If you are to go with a short subtitle under your name, it would be wise to include personal achievements elsewhere (perhaps in a sidebar) that reflect the qualities you have stated. For example, ‘I volunteer with St Vincent Soup Vans in my neighbourhood because I am passionate about making people’s lives better.’ Things that aren’t primarily work-related (perhaps graduation, travel, volunteering or personal projects) can often make your personality shine and make an employer think about how you will fit in with existing personnel.

3. When writing about your job history , it’s better to list outcomes and how you achieved them before simply listing what your duties were. For example, ‘My team accomplished an average performance increase of 20% in the year I started, I achieved this by….’ Rather than ‘I lead a team of 10.’ In doing this you show both what you are capable of as well as how you can perform within the company.

4. Cater your resume to the job description or ad. Use the same keywords that the company has used to describe your previous responsibilities or own qualities. A lot of corporations have computer systems that search for these words to select a final group of resumes. And even if they don’t, the employer will know what they are looking for and will recognise keywords, placing you on their radar. Just make sure you are being truthful. A resume is one of the rare places where we can talk ourselves up and not be considered boastful, but it still has to be honest. If you lie on your resume, it’ll show in the interview.

5. Add links! If you have a personal blog, LinkedIn (which I highly recommend), a website or online portfolio then definitely add the link to your resume. This way, the employer will be able to get more of a feel for your persona and ability to connect with others.

Lastly, as a reminder, read over your resume several times. Make sure you have spelled everything correctly. Don’t use too many words, be precise and ensure you’re keeping to the point. These are some simple steps to help yourself get noticed. Unfortunately, there’s no magic trick that applies to all jobs which will guarantee getting an interview – but following these guidelines will enhance your chances of getting to the next step in the recruitment process. Happy writing!

If your resume is on point, but you still need a cover letter check out this blog that shows you what you need for a successful one. For interview tips and tricks, head to our interview tips page .

How to be a Productive Leader - Using Body Language

Thu, 23 Nov 2017 11:43:03 GMT

When doing research for this article, I found some contradicting information. It was interesting to me what some people clarified as a good leader. There were articles that focused on body language that exerted dominance and ‘alpha’ mentality. Whereas other articles preferred to talk about body language that would be more inviting and personable. In my understanding, a good leader shouldn’t possess a superiority complex. However, even though I didn’t agree with the way some articles perceived good leaders, it inspired me to write about body language differently than initially intended.

Originally, I thought about body language that makes us appear strong and in charge and also how this kind of body language could be misinterpreted. Then I started to think about body language that creates productivity. To appear confident is one thing but to put that confidence into action is another. Let’s look at a few sides to the prominent body language that helps make us good leaders.

Smiling

The most interesting contradiction I came across was whether a good leader smiles more or less. There were a few articles that insisted smiling was a sign of submission and agreeance. In this case, a leader may want to keep more serious in situations where a negotiation is taking place. But what about in situations such as meetings, general interactions and discussions with staff? Other research showed me that smiling is a positive way to show leadership because it makes a leader more approachable. It also enhances rapport with others and can be contagious in the workplace which leads to a happy working environment. The key with using a smile as a form of powerful body language is to know when and when not to smile. It should go without saying that in a serious meeting, smiles won’t make a positive impact. But elsewhere, they will.

Nodding

Similarly to smiling, nodding is a type of body language that is polarising. In one essence, nodding too much can seem overly complicit. But not nodding at all can seem disinterested. If you want to seem like you are listening intently to someone it is wise to keep them prompted to go on with a few nods. It’s another case of learning when and when not to.

The hand shake

All around it seems that a firm handshake is a positive use of powerful body language. Touch is the most natural way to establish a connection with others. It enhances feelings of friendliness and exhibits interest in meeting others. The firmer the hand shake the better as it exerts your own strength and confidence.

Crossing our arms

I was always taught that it was rude to cross my arms in conversation with people because it makes me seem uninterested or closed off. A lot of research backed this up. But in business, this isn’t always the case. There are many reasons that people cross their arms, mostly because it is self-comforting and relieves anxiety. It can also be used as a power pose, similarly to puffing out our chests. Interestingly enough it can encourage problem solving – think of brainstorming meetings… how many people instinctively cross their arms and look up into their brains? But of course, it can be misinterpreted. Often, people will assume you are either uncomfortable or disconnected. In leadership, perhaps it is safer to avoid crossing your arms in conversation to avoid nonverbal miscommunication. Not crossing your arms can also be productive in encouraging collaboration. When your arms are up high, they play as a physical barrier which might make people feel like they can’t be open with you. When you have open body language people are more inclined to open up themselves and state their ideas.

Eye contact

Eye contact is agreeably something that every leader should have a good handle on. Looking into somebody’s eyes for too long can be interpreted as intimidating or aggressive. However, it is important to look into a peer’s eyes when they are talking to show that you are listening. Leaning forward, nodding, and tilting your head are other nonverbal ways to show you’re engaged and paying attention. Don’t let your phone distract you or flicker your eyes elsewhere constantly as you will appear disengaged. It’s important to hear people and it’s just as important to make sure they know you are listening. This will encourage participation in the workplace as people are more obliged to speak up if they know their words aren’t going in one ear and out the other.

Moving during public speaking

Some articles considered pacing as a symbol of being nervous and out of control. However, controlled steps (or paces) when public speaking is considered quite powerful. People are drawn to movement and will listen and follow you as you move. The same goes for hand gestures. These actions can bring a lively aspect to the topic of speech and encourage engagement. It also assists you to think clearer and speak more succinctly (avoiding those um’s and ah’s). Movement can also be particularly helpful in helping to make a point. For example, stepping forward during a speech to make a statement and then backward to change the subject. Or facing your hands downwards during conversation to indicate that you are firm in your opinion/decision.

Power stances

Power stances have been in debate since psychologist, Amy Cuddy, became famous for her TED talk on how ‘ body language shapes who you are ’ . Studies were done elsewhere following those that Cuddy conducted which produced different results. These results didn’t flatter Cuddy’s conclusions. Given the study was conducted slightly differently, Cuddy remains a firm believer in her own research that power stances can provide people confidence and a feeling of power. Of course, we don’t walk around an office posing in powerful ways, talking to people with our hands on our hips (like Superman) or with our arms strong in the air. But Cuddy proposes we take these actions for about two minutes in private, perhaps before an interview or meeting which you are feeling insecure about. From Cuddy’s findings, holding a power pose for two minutes can change the way we think and feel about ourselves in a positive way. This can be productive in situations where you can’t build up the confidence you usually possess – or are having an off day and need a lift-me-up.

As you can see, body language can be interpreted in different ways and we never know how someone may understand our own movements. But as a leader, it is wise to be aware of the image we are portraying to our employees, clients and partners. Look at body language like a balancing act - we should always aim for productive body language that ensures employees are comfortable, but also remain firm enough so that a substantial level of respect is intact.

Now that you have the tools for a killer cover letter, here are some simple tips for a perfect resume .

How to climb that career ladder and achieve your greatest heights

Mon, 30 Oct 2017 11:42:27 GMT

Advancing at work can sometimes seem impossible. It can also be kind of scary. Are you ready, are you not? Well… simply being on this page, knowing you want to keep trudging forward is a major sign that you’re prepared for some career growth. And there’s no need to worry, you probably already possess the qualities needed to move up in your career.

Commitment

Often commitment can be confused with killing yourself working long hours to ensure people know you’re a hard worker. Although putting in extra time when necessary and being willing to go above and beyond will show commitment, you’ll be happy to hear it isn’t the only way, and neither is it the best way! In this post, commitment is all about being open to up-skilling and personal development. There are often opportunities in the work place to learn more. Take them! And if there aren’t any, make some. Ask someone who has skills that you desire and work with them. Sometimes the skill set won’t personally benefit your move forward, but by learning it you can help take some weight off someone else’s shoulders. Sometimes, it will directly help you. Either way, learning and advancing in a range of ways will show your investment in the success of your team and the company. It won’t go unnoticed.

Passion & enthusiasm

When you have passion, asking for more responsibility comes naturally. Just like asking to learn new things, asking for more responsibility will show your commitment to your job and your team. If you want to move forward in your role, ask often what more you can do to help or what projects you can take more of a lead on. This is especially important when busy periods are on the rise. In fact, it’s easier to discuss what you need to do to support your boss and others during busy times. When people notice how keen you are to work, not only for yourself but for the team’s benefit, you will gain respect from your peers who will see what kind of leader you could be.

Resourcefulness
Bond with your boss or identify a mentor. However, don’t do this just to climb the corporate ladder. I’m telling you if you do your boss or mentor will see through you in an instant. No one warms to a suck up! Instead, from beginning to the end of your job, be sincere and understand that you can learn from others, especially those in senior positions. Be honest with your boss/mentor about your aspirations and goals. Often, your drive and motivation will be a point of commonality and your boss/mentor will be open to being part of your journey to achieving those goals. There’s no secret that some managers aren’t obvious role models. In this case, we can still be resourceful and keep in mind what not to do.

Braveness
Don’t be afraid to ask. Performance reviews are a great opportunity to open conversation about career development within the company. It is here where you can openly discuss and hear what you are doing right and where you can improve. With open communication and discussion, your career path is suddenly much less scary and mysterious. It becomes something achievable because you are being guided with feedback. In some cases, growth may not be viable in that position, sometimes lateral moves can be more suitable at the time. Or if you’re after a raise rather than a promotion of position, you can talk about that here too. However, if no progress is available for you, this is where you can determine if you need to start looking elsewhere for a company that can allow you room to grow.

Wider Understanding
Even if ‘leader’ isn’t quite your next position. It’s important to possess strong leadership skills anyway. If given an opportunity to lead, you’ll want to be prepared. A good article to reference for leadership qualities would be Forbes: Top 10 Qualities that Make a Great Leader . In this article, Tanya Prive elaborates on qualities such as honesty, delegation, communication, confidence, commitment and more which are foundations for most successful and modern leaders.

The only quality spoken about by Prive to be wary of in lower positions is delegation. Sometimes, if we aren’t leading a team, delegation can seem like palming off your responsibility. You should always be accountable for tasks that are assigned to you and open to help others with their tasks if time allows. Never delegate to give yourself some free time, only if it will help in overall team productivity.

If you need some friendly advice or are looking for career progression somewhere other than where you are, check out our job search or contact us .

5 Sure Ways to Rid Interview Nerves

Sun, 29 Oct 2017 11:49:43 GMT

Going for your dream job? Are you extremely nervous? Need to find ways to stay calm? Here are 5 ways to keep yourself level headed and equipped to smash that job interview .

Be prepared

It’s an obvious rule in this day and age to know enough about the company who will be interviewing you. You should read over the job ad and research who they are and what they value so that you can show the right type of interest, passion and curiosity during the interview process. However, there are more ways to be prepared.

After the standard research, read your own resume , understand what they already know about you and imagine what questions they might ask based on what you have given them. Sometimes, there are projects or events that have happened more recently than your last CV update that could serve as a better example of what you are capable of.

After all that mental preparation, think about the physical aspects too! Present yourself well. Not only will this make you feel more confident but it instantly shows the interviewer that you are professional. Make sure you know where you are going and leave plenty of time to get there. Punctuality is important throughout an entire career, starting without it may raise questions about how much you value other peoples time. You don’t want that! Not to mention that running late will cause high stress and heart rate which never helps in an interview situation. Speaking about heart rate, it’s wise to avoid coffee too. Simply take some deep breaths to keep your body as calm as your mind.

Practice mindfulness

Mindfulness could technically be part of preparing yourself, however, the difference it can make is so important it deserves its own section. Not everyone feels that meditation will work for them. But mindfulness isn’t a typical type of meditation. Mindfulness is about thinking carefully before you act or in this case, respond. It’s about being aware and not letting yourself run on autopilot. Don’t just listen for recognisable words and questions that you practiced with. Really think about the question at the moment and answer it appropriately. By thinking mindfully you can prevent talking too fast as well. Practice short sessions of mindfulness meditation in the days leading up to the interview. It could be lying down in bed, it could be sitting ten minutes in the car before you head off for the day or even just standing in the shower.

Here is a TedX talk by Andy Puddicombe about what mindfulness is and what it can do (yes, even just practicing 10 minutes a day!)

Shake self-doubt

It’s not just about how much the company will like you, you also should be comfortable with the company suiting your needs and desires. Remembering this will ease the imbalance between interviewer and interviewee. Often we shake in our boots being afraid of judgement, we think that if we don’t impress this one person we might not impress anyone! But that’s never the case. Don’t be afraid of not getting the job, there are other jobs in the world and a thousand reasons why we aren’t always the successful candidate. When you remove the fear of failure you can focus more on being a strong individual equal to that of the interviewer and the process will become less convoluted and evoke more natural conversation.

Be comfortable to be yourself

You’re not only selling what you can do but who you are! They’ll want to see if they can work with someone like you, and as we said above, you’ll want to know if you can work with them. Whilst being professional and polite is a must, you should also be yourself. If you’re a joker, make some jokes. Sometimes, if you categorize yourself as shy and quiet, ‘being yourself’ in an interview can seem tricky. The best cure for this is spending time leading up to the interview with people you are completely comfortable around. Perhaps some friends or family who raise you up and love you. This will boost your confidence and assist you to come out of your shell.

If you have a ritual, a little superstitious action, do it

Even if you don’t! Start one. Sometimes having a special mantra or eating a banana or shaking your tic tac pack three times can give you some self-assurance. Mostly it will boost the belief that you have luck on your side, which can never hurt! Though keep in mind… after following the first 4 steps you won’t need luck, I’m sure you’ll find you’re pretty awesome all on your own.

If you have any personal tips and tricks that you use to ease interview nerves comment below and let us and others know! For new and exciting opportunities to use your interview skills check out Peoplebank's job search page!

Workers must be at the centre of the AI revolution

Sat, 28 Oct 2017 11:47:33 GMT

The technologies driving artificial intelligence are expanding exponentially, leading many technology experts and futurists to predict machines will soon be doing many of the jobs that humans do today. Some even predict humans could lose control over their future.

While we all agree about the seismic changes afoot, what is the right way to think about it? Approaching the challenge this way assumes society has to be passive about how tomorrow’s technologies are designed and implemented. The truth is there is no absolute law that determines the shape and consequences of innovation. We can all influence where it takes us.

Thus, the question society should be asking is: “How can we direct the development of future technologies so that robots complement rather than replace us?”

The Japanese have an apt phrase for this: “giving wisdom to the machines.” And the wisdom comes from workers and an integrated approach to technology design, as research shows.

Lessons from history

There is no question coming technologies like AI will eliminate some jobs, as did those of the past.

“The invention of the steam engine was supposed to reduce the number of manufacturing workers. Instead, their ranks soared.” Lewis Hine

More than half of the American workforce was involved in farming in the 1890s, back when it was a physically demanding, labor-intensive industry. Today, thanks to mechanization and the use of sophisticated data analytics to handle the operation of crops and cattle, fewer than 2 percent are in agriculture, yet their output is significantly higher.

But new technologies will also create new jobs. After steam engines replaced water wheels as the source of power in manufacturing in the 1800s, the sector expanded sevenfold, from 1.2 million jobs in 1830 to 8.3 million by 1910.

Similarly, many feared that the ATM’s emergence in the early 1970s would replace bank tellers. Yet even though the machines are now ubiquitous, there are actually more tellers today doing a wider variety of customer service tasks.

So trying to predict whether a new wave of technologies will create more jobs than it will destroy is not worth the effort, and even the experts are split 50-50.

It’s particularly pointless given that perhaps fewer than 5 percent of current occupations are likely to disappear entirely in the next decade, according to a detailed study by McKinsey. Instead, let’s focus on the changes they’ll make to how people work.

It’s about tasks, not jobs

To understand why, it’s helpful to think of a job as made up of a collection of tasks that can be carried out in different ways when supported by new technologies.

And in turn, the tasks performed by different workers – colleagues, managers and many others – can also be rearranged in ways that make the best use of technologies to get the work accomplished. Job design specialists call these “work systems.”

One of the McKinsey study’s key findings was that about a third of the tasks performed in 60 percent of today’s jobs are likely to be eliminated or altered significantly by coming technologies. In other words, the vast majority of a jobs will still be there, but what we do on a daily basis will change drastically.

To date, robotics and other digital technologies have had their biggest effects on mostly routine tasks like spell-checking and those that are dangerous, dirty or hard, such as lifting heavy tires onto a wheel on an assembly line. Advances in AI and machine learning will significantly expand the array of tasks and occupations affected.

Creating an integrated strategy

We have been exploring these issues for years as part of ongoing discussions on how to remake labor for the 21st century. In a recently published book, “Shaping the Future of Work: A Handbook for Change and a New Social Contract,” it describes why society needs an integrated strategy to gain control over how future technologies will affect work.

And that strategy starts with helping define the problems humans want new technologies to solve. We shouldn’t be leaving this solely to their inventors.

Fortunately, some engineers and AI experts are recognizing that the end users of a new technology must have a central role in guiding its design to specify which problems they’re trying to solve.

The second step is ensuring that these technologies are designed alongside the work systems with which they will be paired. A so-called simultaneous design process produces better results for both the companies and their workers compared with a sequential strategy – typical today – which involves designing a technology and only later considering the impact on a workforce.

An excellent illustration of simultaneous design is how Toyota handled the introduction of robotics onto its assembly lines in the 1980s. Unlike rivals such as General Motors that followed a sequential strategy, the Japanese automaker redesigned its work systems at the same time, which allowed it to get the most out of the new technologies and its employees. Importantly, Toyota solicited ideas for improving operations directly from workers.

In doing so, Toyota achieved higher productivity and quality in its plants than competitors like GM that invested heavily in stand-alone automation before they began to alter work systems.

Similarly, businesses that tweaked their work systems in concert with investing in IT in the 1990s outperformed those that didn’t. And health care companies like Kaiser Permanente and others learned the same lesson as they introduced electronic medical records over the past decade.

Each example demonstrates that the introduction of a new technology does more than just eliminate jobs. If managed well, it can change how work is done in ways that can both increase productivity and the level of service by augmenting the tasks humans do.

Commitment

Passion & enthusiasm

If you need some friendly advice or are looking for career progression somewhere other than where you are, check out our job search or contact us .

How to Answer the ‘What Is Your Greatest Weakness?’ question

Sat, 30 Sep 2017 11:47:38 GMT

What's the best way to talk about weaknesses at job interviews? Laugh it off? Get deep and personal?

It's important to respond carefully because you don't want the interviewer to think that you're not going to be able to do the job. There are several different ways to answer when you're asked during a job interview what your greatest weakness is. You can mention skills that aren't critical for the job, discuss skills you have improved on, or turn a negative into a positive.

Even though the question is about weaknesses, your answer should always be framed around positive aspects of your skills and abilities as an employee.

Discuss Non-Essential Skills

One approach to answering this question is to analyze the key skills and strengths required for the position you are interviewing for and then come up with an honest shortcoming which is not essential for success in that job.

For example, if you are applying for a nursing job, you might share that you are not particularly adept at conducting group presentations. In this case, it will be critical to underscore your strength in one-on-one communication with patients while providing an example of your difficulty with presentations to large groups.

Mention Skills You Have Improved

Another option is to discuss skills that you have improved upon during your previous job, so you are showing the interviewer that you can make improvements when necessary.

You can sketch for employers your initial level of functioning, discuss the steps you have taken to improve this area, and then reference your current, improved level of skill.

If you use this strategy be sure not to mention anything that you improved upon that is related to the job for which you are interviewing. You don't want your qualifications for the job to be questioned.

Turn a Negative Into a Positive

Another option is to turn a negative into a positive. For example, a sense of urgency to get projects completed or wanting to triple-check every item in a spreadsheet can be turned into a strength i.e. you are a candidate who will make sure that the project is done on time and your work will be close to perfect.

Mention a weakness that is not work-related

Bring some brevity into the interview and mention a weakness that isn’t related to the position and responsibilities... maybe it could be how you can’t resist eating the last piece of chocolate or when your dog looks at you with their big loving eyes you can’t help but give in to them!

Next 100 Women in Tech

Fri, 29 Sep 2017 12:00:15 GMT

We believe it is important to help correct the gender imbalance in tech. Announcing the second ‘Next 100 Women In Tech’ free networking event to be held 12th October 2017.

It's an important day where we focus on encouraging more women to pursue a career in the ICT sector. We do this by facilitating opportunities for you to network, share experiences and discuss strategic solutions to some of your specific challenges.

With only 14% of executive roles currently led by women, there is a lot of work to do to attain gender balance across the Australian tech sector. The Next 100 Women in Tech event in October will feature some of Australia’s most inspiring leaders in the sector, and will help develop pathways for women in ICT.

Taking place at Engineers Australia, Level 31, 600 Bourke St, Melbourne, the event will bring women together to examine how we can overcome the gender barriers holding women back from their true potential, and provide a forum for tech job seekers and employers to network and talk about job opportunities.

We begin the discovery with employers by understanding their recruitment needs and by preparing the candidates for their job search journey.

Who should attend?

Female candidates who are interested and ready for their next opportunity in tech.
Register as a Candidate
Employers who are serious about making a difference in the gender representation in tech.
Register as an Employer Representative

Jes Stone-Herbert
Business Engagement & Sourcing Lead, Telstra

Sarah Simpson
Manager – Product Development, Origin Energy

Screen Shot 2017-08-24 at 8.58.18 am.png
Tanya Freeman
Information and Digital Director, Urbis

Technology Profession Broadens Its Reach

Wed, 30 Aug 2017 12:00:50 GMT

Hiring levels are continuing to grow in 2017, on the back of infrastructure projects in NSW, the ACT and VIC, according to Peoplebank's Salary and Employment Index - Winter 2017. Alongside the Index, which tracks salaries being paid for more than 50 job titles across Australia's major markets, Peoplebank notes that Australia's Technology labour market is being transformed with the addition of professionals whose backgrounds diverge from traditional technical skill sets.

Peter Acheson, CEO of Peoplebank, comments that the buoyant mood in south-eastern Australia has meant that NSW, the ACT and VIC currently dominate demand for Technology hiring.

NSW hiring is at its strongest for 18 months, with increased demand across the market, especially for Business Intelligence/Data Analytics, Digital & digital transformation roles, Project Managers, Developers and Engineers.

Demand for Technology skills also grew in VIC, especially on the back of demand for specialists in security, business intelligence/data analytics, developers, testers and engineers. VIC is also filling numerous roles in ERP systems (especially SAP) and CRM.

Within the ACT, with end-of-financial year contract renewals combining with strong business investment has yielded increased demand and some tightening of the availability of candidates with security clearance.

While overall Technology demand is flat (compared with last quarter) in QLD, strong export growth coupled with economic resurgence means the state's economy could begin to lift in the near future. Similarly, demand for Technology skills is beginning to rise in WA, on the back of recently-announced resources sector projects.

Acheson comments that there are now fewer candidates available for roles: for example, there may only be a handful of available contractors vying for a particular role, compared to a pool of up to 20 that would have been available 12 months ago.

However, despite strong demand, there is a steady balance between supply and demand, and few Technology workers have seen salary or rate rises over the past quarter.

"Equilibrium between the supply and demand for Technology skills is being maintained through factors including that large organisations, especially in the financial services sector, are assigning high-performing staff from non-technical business units to IT projects," Acheson says.

"As organisations become more confident in their capacity to deliver major IT projects – especially projects designed around business outcomes - there is more scope for organisations to bring different skillsets into the project team. Interestingly, participating in an IT project is increasingly being seen by non-IT staff as an asset in their career portfolio."

"Organisations are also becoming adept at integrating people with broader STEM skill sets such as mathematics and science into their teams, as data scientists or analysts. The next impact is that Australia’s Technology skills pool is growing both in size and in diversity as it absorbs people from a range of technical and broader skill sets. I believe the long term consequence is that Technology experience will be a stepping-stone to a broader career path: opening up new opportunities for industry professionals,” Acheson concludes.

Peoplebank's Salary and Employment Index is downloadable at www.peoplebank.com.au

Demand levels for Technology skills around Australia - Winter 2017

3 common mistakes that IT professionals make on their résumés

Tue, 29 Aug 2017 11:53:26 GMT

Misspelling product names

For example, AS400 for AS/400, CPM for CP/M, dBase for dBASE, Hewlett Packard for Hewlett-Packard, PhotoShop for Photoshop, QuarkXpress for QuarkXPress and Quattro Pro for QuattroPro. You can't pass yourself off as being detail-oriented if your résumé has a misspelling.

Another common mistake is to include early software such as Ami Pro, CP/M, DOS, Windows 3.1, WordStar and WordPerfect 5.1 in a list of software proficiencies. Unless there is a particular reason for mentioning an old program, omit what is no longer relevant.

Failing to quantify achievements

Often people fail to quantify achievements in dollar amounts, percentages or other numbers. Achievements without numbers don't stack up well against those that are backed up with numbers in competitive résumés.

Little things matter in résumés. Distinguishing between written and verbal skills is a mistake, since all words, whether written or spoken, are verbal. The distinction you want to make is between written and oral skills.

Visually, it's a mistake to use ellipses to separate items such as software names or programming languages in a single block of text. Periods between items in a paragraph of items are visual noise and make the list busy and less readable. List the items.

Not understanding the difference between abbreviations and acronyms

An abbreviation consists of uppercase letters (without periods) that you can pronounce only as letters, such as PC, NT and TCP/IP. An acronym is a combination of letters making a word that you can pronounce as a word, such as Basic, Cobol and Fortran. Sometimes the acronym is formed from the initial letters of a group of words, as in Basic, for Beginner's All-purpose Symbolic Instruction Code.

Other acronyms are derived from multiple letters from a group of words, as in Cobol, for Common Business-Oriented Language or Fortran, for Formula Translator. An acronym such as radar (from radio detecting and ranging) has become so common that it is no longer uppercase.

And it's redundant to put colons after headings. A heading indicates that information is to follow. A colon indicates the same thing.

Still not sure what you’re doing wrong? Get in touch with one of our career experts!

How to quit your job gracefully

Sun, 30 Jul 2017 11:57:49 GMT

At some point in your professional life, you're going to need to call it quits - on a job, that is. Maybe you've found something that's more interesting or pays more. Maybe you're going back to school or changing careers. Or maybe you hate your office and everyone in it and simply can't stand the thought of spending one more day there.

Whatever your reason for quitting your job, there's a right way, and a wrong way, to do it. Do it right, and you'll have great references that can assist you now and in the future. But do it wrong, and you risk earning a black mark on your reputation that could haunt you for years to come. Read on for some do's and don'ts on how to quit your job with class.

Do give an appropriate amount of notice.

For most jobs, 2 weeks is the minimum acceptable level of notice, but use your common sense. If you're in an industry where it takes months to recruit and hire new people, don't leave your employer in the lurch by bowing out at the last minute.

Don't tell your coworkers before your boss.

While it can be hard to keep a secret like this from your work friends, resist the temptation to blab; the last thing you need is word getting back to your boss before you've had a chance to say anything. Your friends will understand why you waited to tell them; your boss might not.

Do give your notice in writing.

While not all workplaces require a written letter of resignation, writing one allows you to control the story of why you quit. It also ensures that you have a written record in case there is some dispute about whether you gave proper notice.

Don't, on the other hand, badmouth your company or your boss.

Unless you are actively trying to destroy your relationship with your former employer (which is a terrible idea), no good can ever come from saying negative things about them. This goes for letters of resignation, water cooler talk, Facebook posts, tweets, etc. Save the insults and irritation for private venting sessions with family and non-work friends.

Do offer to provide training for your replacement.

If the person is hired before you leave, you can offer to do the training face-to-face. But even if you are likely to be gone before the next person arrives, you can help out by creating a list of your most important tasks and explaining any that only you are able to do.

Don't leave any loose ends untied.

Make sure to finish any open projects if you can, and, if you can't, make sure you leave behind enough information for the next person to take over. There is nothing more annoying to a former employer than discovering that the person they've been relying on for months, years, or even decades has decided to drop the ball at the last moment, just when there's no one else there to pick it up.

Peoplebank's Annie Cheung on BYOD security in HKIHR June 2017 Magazine

Sat, 29 Jul 2017 12:06:58 GMT

As many IT departments struggle to keep up with yearly technology changes, company employees increasingly want to use their own devices to access corporate data.

It's part of a growing trend dubbed Bring Your Own Device (BYOD), which encompasses similar Bring Your Own Technology (BYOT), Bring Your Own Phone (BYOP) and Bring Your Own PC (BYOPC) initiatives. All of them have evolved to empower workforces through the so-called 'consumerisation of IT'.

As a result IT departments are playing catch up and could easily refuse to embrace the BYOD idea. Surely it's simpler to provide approved hardware and software applications so you can retain full control over them?

Read Peoplebank's Hong Kong General Manager, Annie Cheung, detailing methods to control BYOD data security in the Hong Kong Institute of Human Resources June Magazine...

As the lines between work- related IT and personal technology continue to blur in the age of the “anytime, anywhere” workplace, BYOD practices provide convenience for both employees and employers. However, the sheer range and complexity of devices that can be connected to company networks increases the risk of misuse, loss, or unauthorised disclosure of organisation-collected data, whether through employees losing devices or by compromising cybersecurity.

Managing the risks

Annie Cheung, general manager with information technology and telecommunication (IT&T) resourcing company Peoplebank, says that, as BYOD becomes an increasingly common practice in Hong Kong, as it is elsewhere in the world, different industry sectors are adopting different solutions to protect their network safety. For example, Cheung says business sectors including banking, government, legal and retail, which work with a lot of sensitive or personal data, tend to have policies in place aimed at reducing the risk to IT systems. In contrast, Cheung notes, start-ups and smaller businesses – typically enterprises with fewer than 10 employees and an open culture and flat organisational structure – are inclined to be less stringent about BYOD security. Meanwhile, manufacturing organisations are starting to focus more on improving their BYOD polices. Breach of security and loss of sensitive/ confidential information are the most risky components of adopting BYOD practices, Cheung says.

One solution employers with perceived high-risk network security are implementing is to provide employees with a company smartphone, rather than allow them to use their own personal devices. Cheung says the approach makes it easier to detect unusual activities and potential threats, although this approach can potentially conflict with the employee’s personal privacy protection rights. Mobile device management (MDM) delivered as a cloud-based service is another solution that broadens the scope of BYOD

risk mitigation. According to Cheung however, MDM solutions may not cover all areas of IT security. For example, companies may effectively disable confidential data if a phone is lost or stolen, but might not have the necessary technology capabilities to prevent hacking.

Implementing solutions

Cheung recommends having a formal BYOD policy in place which should include a set of practices and requirements in the form of a manual clearly stating user guidelines and technical requirements for using mobile devices and what course of action to take if a device is lost or stolen. “Communication is key,” Cheung says. “Regardless of the BYOD security implementations put in place, they must be transparent to the employee and employees must be made aware of their own rights and obligations,” she stresses. This requires clear statements that explain consequences and regular training programmes to address BYOD.

To ensure BYOD practices are aligned with company-wide interests, policies should be constructed through multiple-department collaboration, encompassing IT, HR, security and legal. The programme should also meet the needs of employees, not just the preferences of IT personnel. Otherwise, says Cheung, employees may circumvent data-protection safeguards in order to be more productive or streamline their own user experience. For companies thinking of devising a BYOD policy, Chenung says it is important to be clear who is responsible for securing the device and educating employees about the risks and responsibilities that BYOD practices involve. Because the BYOD policy is an important part of an employee’s engagement with an employer, Cheung says HR needs to play a key role in the education process. For instance, HR should take responsibility for explaining policies and what precautions to take. But in the event of a security breach, it should be the IT department that provides the technical solutions.

If BYOD solutions are implemented by an external IT provider, Cheung says, the provider needs to conduct training sessions for employees. In addition, training sessions need to be supported by a regular BYOD policy and practices review to make sure all procedures are outlined and clearly defined to match the demands of the business and possible changes of risks.

With many younger members of the Hong Kong workforce attached to their personal devices and using them as a matter of habit, they can be unaware of the potential hazards associated with their BYOD activities. Cheung recommends that even if employers have not formally specified that employees can use their own devices or software for work, companies should be aware that this may still be happening and they should protect themselves. “By having clear BYOD strategies in place, staff can work flexibly, which enhances satisfaction and boosts productivity and mayeven reduce attrition,” notes Cheung. Moreover, Cheung says, a well- implemented BYOD strategy can also benefit the bottom line through cost- saving on hardware/software and spending on device maintenance.

Protecting personal privacy

In allowing BYOD practices, Stephen Wong Kai-yi, Hong Kong’s Privacy Commissioner for Personal Data, notes that a company is effectively transferring organisation-collected personal data from a secured corporate system to what is likely to be an employee’s

less secure device, over which the organisation has far less effective control. “Lack of control may lead to data privacy risks such as over-retention of personal data, unauthorised change of data use and transfer, security breaches or non-fulfilment of data access requests,” says Wong, who cautions that even though the personal data is stored on a device owned by the employee, the organisation remains fully responsible for compliance with the Personal Data (Privacy) Ordinance and the requirements of the Data Protection Principles (DPPs) with respect to personal data.

The Privacy Commissioner recommends employers establish controls as to how organisation-collected personal data is accessed and used by its employees.

“It is important for an organisation to note that BYOD equipment contains private information about employees, their family members or other individuals,” Wong says. Any protection measures implemented by the organisation should respect private information. To strengthen compliance and protection levels, Wong suggests employers implement a combination of measures. These should include using a dedicated username and password in addition to screen locks; data encryption methods appropriate to the sensitivity of the personal data; criteria by which an organisation decides what information and apps can be accessible by BYOD equipment; mechanisms by which an organisation may monitor the compliance of the BYOD policy and practice; and the consequence of non-compliance. A mechanism for assessing the integrity of a device, especially detecting if the device has been compromised at the platform level, is also recommended. Wong believes that communicating an organisation’s BYOD policy through employee training is particularly important. “It is important that employees and management understand their respective rights and obligations when using their own devices for business purposes,” says Wong.

This article originally appeared in the June 2017 edition of Human Resources, the official journal of the Hong Kong Institute of Human Resource Management, and is reproduced with permission from HKIHRM and Classified Post.

New Foreign Visa Worker Rules Explained

Tue, 30 May 2017 12:06:02 GMT

Here is a simplified brief on how the new VISA replacement scheme will work and what it means for employees currently on a 457 visa.

The new visa program will include requirements around work experience, English language proficiency and labour market testing.
The new visa will include a short-term two-year stream with a broad list of occupations reduced from the current list of more than 200.
A second visa class focused on strategic, long-term skills gaps will have a four-year limit and require a higher standard of English than the two-year visa.
Both visas will require prior work experience.Both visas will require a criminal record check, which is not currently required
The four-year visa would also require mandatory labour market testing in the majority of cases.
The new two-year visa will not allow permanent residency.
Anyone now in Australia on a 457 visa will not be affected by the new arrangements and will continue under their current conditions.
The new scheme will require employers to advertise jobs before filling them with foreign workers.
A fee of $1,150 will apply for the short term visa, while medium-term applicants will pay $2,400.
A non-discriminatory workforce test to ensure employers are not actively discriminating against Australian workers.
A strengthened requirement for employers to contribute to training Australian workers.
The Department of Immigration and Border Protection will collect Tax File Numbers and data will be matched with the Australian Tax Office’s records.

Eligibility requirements for employer-sponsored permanent skilled visas will be tightened.

English language requirements will be stricter.
A requirement for visa applicants to have at least three years’ work experience.
Applicants must be under the maximum age requirement of 45 at the time of application.
Employers must pay the Australian market salary rate and meet the Temporary Skilled Migration Income Threshold set at $53,900 as at 12 April 2016.
Concessions for regional Australia will continue to be available:
Employers in regional Australia will continue to have access to occupations under the temporary and permanent visas, to reflect their skills needs.
Existing permanent visa concessions for regional Australia, such as waiving the nomination fee and providing age exemptions for certain occupations, will be retained.
Consideration will be given to expanding the occupations in regional Australia that are exempt from the age requirement.

List of removed occupations

The Department of Immigration has published the list of jobs removed from the new visa regime. They include actors; pilots, butchers, flight attendants, futures traders; jockeys, public relations managers, radio journalists, web developers.

The current 457 visa

There are currently 95,000 457 visa holders in Australia, Mr. Turnbull said.

The Temporary Work (Skilled) visa (subclass 457) allows skilled workers to come to Australia and work for an approved business for up to four years, according to the border.gov.au site. Applicants must be sponsored by an approved business, but only if the business cannot find an Australian citizen to do the work. The visa holder can then work in Australia until the visa expires and travel in and out of Australia. If the visa holder ceases to be employed by the sponsor for more than 60 days the visa becomes invalid.

India has the highest number of workers granted 457 applications in 2016-17 to September 30 last year, followed by the UK and then China.

Pros and Cons of being a Contractor

Sun, 30 Apr 2017 12:07:22 GMT

The modern economy, made up of temporary contractors and freelancers who take on short-term projects, is rapidly growing.

While there are many advantages to contractural work, plenty of drawbacks exist as well.

Pros

Be Your Own Boss

The ability to be your own boss is attractive to many people. Workers are accountable to their temporary employers but have the freedom to set their own hours, choose projects to apply for, easily turn down or accept work, and negotiate rates.

Flexibility

Most workers are drawn to the flexibility this type of work entails.

Since much of the work is done digitally, it’s ideal for people that can’t work a traditional 9-5 schedule. It’s common for workers to log in when they’re ready to work and logout when they’re done.

It’s ideal for those who want to see the world. Many web-based gigs allow people to work from anywhere, providing them with the chance to travel and earn a living at the same time.

It gives those with young children the chance to stay home with their kids without leaving the workforce behind. They can earn an income, keep their skills up-to-date, and rejoin the full-time workforce when they’re ready.

Experience

Contractual work allows you to obtain experience in many different areas. If you’re unsure what direction you want to take your career, working short-term, temporary jobs in a variety of areas lets you see what each entails. This enables you to make an educated decision about the type of work you want to do.

It also builds your resume, allowing future employers to see the wide depth and breadth of your experiences.

Bridge

This type of work provides a bridge between university and the workforce. Many new graduates are unable to obtain full-time employment upon graduation. Gig work can provide a way for them to earn a living while obtaining valuable experience.

Network

It introduces you to many different people, giving you a wide range of individuals to draw from when you’re looking for new work or transitioning to full-time employment. This isn’t always true for web-based employment, but if you work in a face-to-face environment, it’ll give your job search a boost.

Employer of Choice for Gender Equality 2016 Citation

Fri, 30 Dec 2016 12:16:58 GMT

Do you work for a company that is an Employer of Choice for Gender Equality (EOCGE)? If not, perhaps you’ve heard of the Federal Government’s Workplace Gender Equality Agency (WGEA) . Last Thursday, we were lucky enough to host Julie Burton from the Agency, who presented us with our fifth consecutive citation.

Julie offered fascinating insight into the inner workings of the WGEA, what really goes into assessing a company’s application for the EOCGE citation and what it takes to meet the Agency’s requirements.

Not surprisingly, Julie was incredibly passionate about both her role and the role the Agency performs in improving equality in the workplace, emphasising how particularly important a similar passion from senior management within any organisation is to achieving true change.

To be successful, she advised, requires true commitment to incorporating gender diversity into the overall company strategy. The benefits of doing so far outweigh the effort, however, and deliver significant competitive advantage through;

Differentiation
Intrinsic candidate attraction (lots of people want to work for employers who have the citation)
Financial advantage (there is a proven Return on Investment (ROI))

This level of commitment from a company can only be generated if there is significant “buy-in” from the CEO and Julie was particularly pleased with our CEO Peter Acheson’s efforts to promote gender equality through his role as a WGEA Pay Equity Ambassador.

Peter has also played an enormous part in establishing our wide range of programs to promote gender equality, including;

The Next 100 Women in IT
The Peoplebank Women in IT Scholarships at RMIT University for disadvantaged women
Our ongoing support for charities which empower and/or support women, including Dress for Success , UN Women and IWDA
Pledge for Parity
Our internal Diversity Council

Julie was quick to comment that continuous improvement is fundamental to achieving the citation, as each year the “bar is raised” through more demanding criteria (which this year stood at 62 questions, of which 52 were pre-requisites for qualification).

In 2016, this meant that of the 12,000+ organisations that reported into the WGEA on gender equality, only 106 received the citation (less than 1%).

Julie closed by presenting us with the 2016 award and urged us to continue as leaders within the recruitment industry for gender equality to make sure we achieve a sixth straight citation in 2017.

Where Have the A, O and B in Peoplebank and Porterallen Gone?

Thu, 29 Dec 2016 12:15:26 GMT

If you’re reading this, you’ve spotted letters have suddenly gone missing from our beloved Peoplebank and Porterallen logos. You’ve probably also noticed they’ve been painted an eye-catching, fire-engine red.

Before you jump to conclusions, this isn’t a ‘Christmas thing’. Although, we must say, we’re excited for holiday celebrations too!

So where have the A, O and B in Peoplebank and Porterallen gone?

A, O and B represent the main blood types, which are in danger of going missing.

Three people in the world need a blood product every second. And with blood being as versatile as it is, it can help:

cancer patients,
people with blood diseases,
people with anaemia,
surgical patients (e.g. those undergoing open heart surgery),
people with stomach and kidney diseases,
orthopaedic patients (e.g. those requiring joint replacements), and
women who experience issues in pregnancy.

In fact, blood you donate can be made into 22 different medical treatments (Australian Red Cross, 2016). And every blood donation can save three lives (Australian Red Cross, 2016).

In the last decade, there has been a 30% drop in new donors across 25 countries (Hong Kong Red Cross, 2016). And so, in many countries, not enough blood is being donated to keep up with patient needs. Looking at the countries in which we operate, we found that:

in Australia, 100,000 new blood donors are needed in the next year to meet patient needs (Australian Red Cross, 2016);
in Hong Kong, the daily target of donors, which sits at 1,100, is not being met (Hong Kong Red Cross, 2016); and
in Singapore, only 1.8% of the residential population donates blood despite the fact that 15 units of blood are needed every hour (Singapore Red Cross, 2016).

So, to raise awareness around the cause, Peoplebank and Porterallen are spreading the word through Red Cross’ #missingtype campaign . For the months of December and January, the letters A, O and B will go missing from the Peoplebank and Porterallen logos on our websites and in our email signatures. We are proud to say that many of our leaders and staff have also committed to donating blood to show their support.

If you can muster the courage, we encourage you to get behind the campaign too and donate blood at your nearest donor centre. The cost is small and the impact HUGE. And Red Cross have made it simple and easy to book an appointment, whether in Australia , Hong Kong or Singapore .

Follow our campaign on Facebook and Instagram and don’t forget to hashtag #missingtype #peoplebank. We’d love to see how you are supporting the cause whether it’s by giving blood, spreading the word with this Facebook profile picture overlay or otherwise!

Peoplebank retain their place on the SA Government Temporary Staffing panel

Wed, 30 Nov 2016 12:19:33 GMT

Peoplebank , Australia’s leading IT Recruitment Company, are delighted to announce that we have successfully retained our position on the South Australian Government Temporary Staffing panel.

We are honoured to be able to continue to deliver an exceptional service to both our contractors and clients and would like to take this opportunity to say a big THANK YOU to all our customers, for their continued trust in allowing us to partner with them to deliver outstanding recruitment outcomes.

Committed to workforce equality, Peoplebank is the ONLY recruitment company in Australia to hold the “Employer of Choice for Gender Quality” citation by the Government’s Workplace Gender Equality Agency (WGEA) . Peoplebank are also the ONLY recruitment agency to be accredited as an Aon Hewitt Australian Best Employer for four consecutive years.

These achievements reflect Peoplebank’s continued focus on the journey from ‘good to great’: that is, being a business that goes beyond the norm to delight customers, candidates and broader stakeholders by delivering beyond expectations.

Our hard working Adelaide team boast an average of more than 10 years ofrecruitment experience each, ensuring that you will be always dealing with a highly experienced and knowledgeable recruitment professional.

So whether you are a client looking to find your next talented team member, or a job seeker looking for their next exciting career challenge and to take advantage of our WEEKLY pay cycles and unrivaled Contractor Benefits Program, now is the perfect time to get in touch!

To find out more how you can benefit from Peoplebank‘s exceptional service, please contact one of our Senior Account Managers, Matthew Chatterton or Lidia Morris , or Recruitment Consultant, Roni Thomas on 08 8112 7400.

A Step for Success

Sun, 30 Oct 2016 12:21:02 GMT

Steptembe r has officially come to a close. And, with much delight, we’re glad to report the Peoplebank team have made it!

For the last month, over 100 Peoplebank employees across Asia Pacific have taken a whopping 35.5 million steps – this is equivalent to walking almost 30,000 kilometers! Not quite the distance around the world… but we got ¾ of the way!

It’s safe to say this has been extremely beneficial for our health and wellbeing and productivity ! But, more than that, the initiative has been for a great cause. Our amazing team have raised almost $23,000 for the Cerebral Palsy Alliance and are amongst the top 20 fundraisers of over 300 organisations who participated in Steptember, Australia. The funds raised will go towards research, vital equipment, therapy and services for children and adults living with cerebral palsy.

We would like to publicly congratulate our all our employees on their amazing efforts in both stepping and fundraising! We would also like to send a BIG thank you to those of you who have donated and supported us during this initiative. It really has been an incredible effort by all.

A special mention goes to Jacky Kam , our Executive Director, Hong Kong for raising $15,000 alone. No doubt you are as curious as we are as to how he did it. So, ahead of time, we asked him and his step for success was simply, “Never take ‘no’ for an answer”.

Research by Oxford Dictionaries has identified ‘no’ has one of the least popular words in the English language, however, Scotwork recommends welcoming it and working from there. Looks like Jacky has done just that. And what success he’s had!

Fundraising for Steptember remains open until 28th October, so if you have not yet had the chance to donate, please DONATE HER E .

Don’t forget to also check out photos from our Steptember journey on Faceboo k and Instagram using #peoplebanksteps .

How to improve your health, productivity and community

Fri, 30 Sep 2016 12:25:15 GMT

Think back to New Year’s Day 2016. It’s 9 months ago now! Did the year seem full of promise as you excitedly made resolutions to get healthy, advance your career or help your community? Many of us here at Peoplebank thought so. And only now are we starting to hit our stride – pun intended!

In the 20 days of September passed, 128 Peoplebank employees have walked over 20 million steps. This equates to about 16,000 kilometres, or walking from Sydney to New York, or traipsing across China from East to West… 3 times over!

By participating in Steptember , a month-long charity initiative where team members commit to taking 10,000 steps a day for 28 days, Peoplebank employees have found easy ways to get healthy and improve their productivity, all whilst supporting the community. Admittedly, the Cerebral Palsy Alliance have helped make it a breeze. And for that, we’re grateful!

So, as we’ve made it past the half way point with some success, we thought we’d share our tips and tricks to help you achieve your goals too, whether they are health, career or community related. Here goes!

Get healthy

Health experts suggest walking 10,000 steps a day can not only improve your fitness but also “reduce your risk of disease, increase your energy levels, manage your weight and boost your mood and mental wellbeing” ( Medibank, 2014 ).

From our experience with Steptember, to get healthy, we suggest you:

Set short-term, stretch goals

The Steptember challenge encourages people to walk 10,000 steps day – not for a year, not for a quarter, but only for a month! It’s a stretch goal – the average office worker takes only 3,000 steps a day – and a short-term goal, so it’s challenging whilst still being realistic and achievable. It motivates people to reach their goal without getting discouraged. So, to ensure your peak performance , follow Steptember’s lead and set yourself small but challenging milestones.

Find a buddy

Humans are, by nature, social creatures. We thrive on building relationships. And so it’s no secret that we’re more accountable to others than we are to ourselves. Often the first step to getting fit is easy – you might go for a walk, do some yoga or engage in some other active venture. But, what’s difficult is maintaining consistency and keeping those activity levels up. To help with this, we’ve found buddies are best. You just need one, but the more the better!

Put it in the calendar

No doubt, as you read this, you’ve got emails coming in, projects on the go and personal to-dos pervading your mind – in short, you’ve got lots to do and very little time. It’s easy to let exercise fall by the wayside, but blocking out time in your calendar every day or week can make all the difference! Try it and see. In fact, we’ve managed to create a Tuesday and Thursday run club by doing this in our Sydney office, 12pm to 1pm, never fail. Truly, it’s going swimmingly!

Spark some healthy competition

Let’s admit it. We’re all a little competitive. And what we’ve learnt from Steptember is competition breeds success! With teams of 4 competing to get the most steps, there’s a buzz in the office and a desire to win. So, in your own health endeavours, we suggest you gather some friends and spark some competition. There are many health apps which allow you to compare stats and compete with friends – FitBit and RunKeeper are two to start!

Embed activities in your daily routine

Any activity counts – that’s our mantra! So the easiest activity you can get is that which is embedded in your daily routine. Don’t take the lift, take the stairs. Don’t drive to the shops, walk instead. Don’t have sitting meetings, have walking ones! We’re sure you get the picture. So, what are you waiting for?

Increase your productivity

Research has shown that activity and exercise improve productivity at work so you can achieve more, with less. Throughout our Steptember journey thus far, Peoplebank employees have reported feeling “more energised and productive”. So, in the short-term at least, the research seems to ring true. To maximise your productivity, we suggest you:

Work to the Pareto Principle

The Pareto Principle , or the 80-20 rule, refers to the observation that 80% of effects come from 20% of causes – or more generally, the observation that “most things in life are not distributed evenly”. Although this is not particularly related to Steptember, we believe Geoffrey James has great insight in how to use this principle to improve productivity so we thought we’d share it here .

Use exercise as a break

As much as we don’t like to admit it, most of us aren’t 100% productive 100% of the time. Sometimes, this is due to our natural flow of energy during the day, which weathers without regular breaks. Use exercise to create a break in your day, and to provide your brain time to rest and recuperate for maximum productivity. Two birds, one stone – a decent break and physical activity! Schedule in a lunchtime walk or 3pm swim and we promise, it’ll do wonders!

Feed off the positivity

When you exercise, your brain releases endorphins which trigger positive feelings and increased energy levels. To maximise your productivity, take advantage of the natural energy boost following any physical activity – focus on tasks which require more mental energy and those tasks which produce results (refer back to the Pareto Principle).

Help your community

Steptember is organised (and very well, we might add!) by the Cerebral Palsy Alliance. All funds raised go towards research, vital equipment, therapy and services for children and adults living with Cerebral Palsy.

Whilst Peoplebank are getting fit, we’re also aiming to raise $19,000 for the Cerebral Palsy Alliance (CPA) and have raised almost $14,000 to date. If you started the year wanting to help your community, or just want to show you support and help find a cure for cerebral palsy, please help us help CPA and donate HERE .

Don’t forget to also follow our progress on Facebook , Twitter , and Instagram using #peoplebanksteps .

Peoplebank Steps into Steptember

Thu, 29 Sep 2016 12:23:37 GMT

This month, Peoplebank is participating in Steptember. Steptember is a month long charity initiative aiding the Cerebral Palsy Alliance. In each of Peoplebank’s offices across Asia Pacific, team members are committing to get healthy and raise awareness and much-needed funds to support children and adults living with Cerebral Palsy by taking 10,000 steps a day for 28 days.

The average office worker takes just 3,000 steps per day – far below the 10,000 daily steps recommended by most leading health organisations. So, across Peoplebank, the challenge is on to get energised and raise our steps as we also support our community. We will be holding Run Clubs, Zumba days, and even a charity walk across the Sydney Harbour Bridge to get the Peoplebank team energised and active.

With 128 employees taking part, we are committed to using the extensive Peoplebank network to raise as much money as possible for the Cerebral Palsy Alliance. The funds raised will go towards research, vital equipment, therapy and services for children and adults living with Cerebral Palsy.

We’re joining over 1,800 organisations around the world who are taking part in Steptember, including many of our major clients.

You can follow our progress on Facebook, Twitter, and Instagram using #peoplebanksteps and if you want to help find a cure for Cerebral Palsy by making a donation, please click here .

10 jobs around Australia earning $120K or more

Mon, 30 May 2016 12:30:39 GMT

Sydney, Australia, 19 May 2016. Peoplebank, Asia Pacific’s leading IT and digital recruitment agency, has today released the Autumn 2016 edition of its ICT Salary and Employment Index (S&EI) , highlighting 10 jobs based around Australia where salaries are being offered at a minimum of AU$120,000 per annum.

The report is developed quarterly and benchmarks ICT salaries and job vacancies in Australia. The latest edition demonstrates a steady growth in the ICT and digital jobs market, particularly in the states of New South Wales, Victoria, and Queensland.

The roles identified as offering over AU$120,000 were:

Peter Acheson, CEO of Peoplebank, commented, “We’re seeing steady growth in the ICT and digital jobs market stem from a continuous investment in digital technologies by Australian businesses. With a renewed focus on driving customer-centric experiences on a range of channels, there has been particularly high demand for user experience, customer experience, and data-related roles such as business intelligence professionals.”

Mr Acheson believes the strong demand is still outweighing the local supply of talent and businesses need to think more innovatively than ever to ensure they are offering both jobs and workplaces that are attractive to candidates.

“The fight for talent is clearly increasing in competitiveness, and we’re hearing more and more from candidates that they’re not just looking for high salaries, but also compelling work that they can have autonomy over, and be proud of,” continued Mr Acheson. “Employers and HR Directors should be looking at the roles they are offering as a whole and striving to offer jobs that come with flexibility, autonomy, creative opportunities, challenges, supportive teams, and compelling career paths. While money is a key driver for many candidates, it’s still only one point among many considerations for most.”

To download a copy our latest salary index guide, please click here .

Traditional to Digital

Sun, 29 May 2016 12:29:48 GMT

3 Jobs Going Digital

As an ever-increasing amount of jobs transition from ‘traditional’ to ‘digital’, the fight for talent has become significantly fiercer, as employers try to attract and retain the best and most skilled professionals. These changes in the market have been driven by more companies investing in digital transformation and taking their businesses online. Here are three roles in particular that are undergoing significant changes, and the best ways for employers to attract and retain IT talent for these evolving positions.

Statisticians and Ph.D. Grads to Data Scientists

Data Scientists will continue to be one of the most in-demand professionals for 2016, as business leaders increasingly recognise the value of data and how data-related technologies can impact their bottom line.

While the term ‘data scientist’ only properly surfaced and became mainstream within the last two years, if you look at the skills required for this role, it essentially comes down to mathematics, statistics and problem-solving.

Many data scientists would have progressed into their role from that of a statistician, and their career trajectory will continue to shift and evolve in the years to come. Another large portion of today’s data scientists are coming from PhD graduates in science and mathematics. Historically, Ph.D. graduates in these fields would have pursued careers in research, analysis, or further academic studying. However, today, data science has become an increasingly common and attractive career path.

With data scientists being recently donned as the ‘sexiest job in the world’, employers will need to go above and beyond to ensure the best talent is on their side. Salaries are definitely a key point to address, but contrary to common belief, this is far from the most important thing to IT candidates today. Flexible workplaces, strong workplace culture, and an environment where employees can genuinely contribute to creating a real impact on broader society are key drivers we are increasingly seeing in the market. Employers need to start thinking outside the box in ensuring that the ‘sexiness’ of data science can truly come to life for employees, and provide an environment where their skills and the impact of their skills are valued.

Digital Business Analysts

The Business Analyst (BA) role has traditionally covered a broad range of skills and responsibilities, though has evolved into more specialist areas, particularly within the last year. Recently, we have seen the emergence of the Digital BA and Agile BA professions, now requiring specific skills and experience in digitally led programs such as eCommerce, CRM, Content and User Experience.

While many professionals would claim to have Business Analyst experience, it is getting harder to find digital skills as companies are looking to fill unique roles with exact requirements. The growing hype around agile also shows companies want to make quicker and more effective changes to get ahead of competitors.

Companies recruiting digital or agile BA’s tend to be larger organisations looking for strong skills-sets that can pull them out of traditional ways of working and into the digital era. For these kinds of companies wanting real and significant change, they’ll need to support this with changes to the way they offer work. Flexible working will soon be seen as not just a perk, but a standard offering, particularly among the millennial generation. This covers everything from working remotely, working outside the 9-5, unrestricted holiday and sick leave, flexibility around working on side projects, and more.

If the recruiter looking for this talent so happens to be a start-up, these kinds of businesses have a tendency to require longer hours of their staff. Consequently, if your staff are going to be spending longer than usual periods of time in the office, you need to think about how attractive that space is for them, physically and mentally. Start-ups are offering everything from free food and alcohol, to pool tables and ping pong tables, to in-house gyms and massages, in an effort to make their workplace one where employees actually want to be. When you look at your office, ask yourself, would I want to be here if I didn’t work here? If not, how can you expect your employees to want to be working there beyond normal hours?

Project Managers will adapt to Digital Transformation Managers

Project Managers across various industries will be deeply involved in the digital revolution as organisations continue to digitalise their operations. Digital disruption pushes organisations to restructure their IT departments and collaborate with different departments such as marketing, sales, product, and senior management. While there will continue to be demand for Project Managers, those with a digital background will become increasingly valuable to organisations, and the seemingly new Digital Transformation Manager role will soon turn mainstream.

Within the next ten years, 75 per cent of the workforce will be millennials, and we can expect an even higher percentage for our future Digital Transformation Managers, as this generation continues to live and breathe digital from the start of their careers. Comparing Australia to the US and UK markets, it is clear we are significantly behind on our tactics in attracting millennials to our workplaces. Overseas, concepts such as unlimited leave started as anomalies by leading tech companies but quickly grew to be popular trends and then eventually became the norm across the industry. This has raised the standard throughout the market for attractive workplaces and work environments.

Local tech employers need to be starting these trends and leading the conversation on things like paid maternity and paternity leave, working remotely, and providing work environments where employees work passionately for a common purpose. In doing so, they can contribute towards raising the general standard in the industry, inflicting change at other organisations and among the broader workforce.

The next few years will see many traditional jobs shift to a digital perspective with constantly evolving skills. For recruiters of this digital talent, they need to ensure their salary offerings are competitive as a first step. Consequent steps should include offering flexible working conditions, considering the candidate’s personal lifestyle and interest, and questioning what drives them at work. Once all these factors are taken into consideration, you can then truly join the fight for talent. However, without any one of these considerations, you’ll find your organisation falling further and further behind in this battle.

#100womenintech – Discover the Next 100 Women in Technology

Sun, 28 Feb 2016 12:27:13 GMT

To classify #100womenintech as a one off diversity event would not do this program justice.

This is a first of its kind, an innovation. It was conceived by Romy Panzera and is supported by Peoplebank who have been a recognised WGEA employer since 2012.

#100womenintech launches on February 18th at Peoplebank’s Melbourne offices but that is just the start. Post event activities will include following up with the candidates and their career opportunities, presenting their profiles to employers who have shown an interest in this program and who have gender diversity objectives in technology.

Peoplebank recognise that our clients have a need for more women in their technology and Peoplebank specialise in recruitment solutions. Matching client need with Peoplebank innovation made perfect sense and so the concept of #100womenintech was born.

Interest and support was and continues to be overwhelming from both employers and candidates alike who quickly filled our inaugural event to capacity . The excitement is building and I am pleased to have the support of employers such as:

Telstra
NAB
AusPost
Vix Technology
MYOB
Cogent
Australian Super
Mulitcom

Stay tuned to find out more and for #100womenintech future events.

Salaries soar for developers and IT project managers as demand for digital skills outweighs supply in Australia

Sat, 30 Jan 2016 12:32:29 GMT

Sydney, Australia, 28 January 2016 . Peoplebank, Australia’s leading IT recruitment agency, has today released the Summer 2016 edition of its ICT Salary and Employment Index (S&EI). The quarterly report benchmarks ICT salaries and job vacancies in Australia. The latest edition shows a significant increase in ICT job vacancies, driven by growing investment among Australian companies, including digital transformation, cloud technologies, and big data.

With corporate and government organisations increasingly shifting their businesses online, salaries and job vacancies for digital and web-related roles have continued to rise. In particular, there was an increase in demand for specialists in iOS, SharePoint, Android, and Software Developers, with the average salaries for these specialists in senior positions experiencing a minimum $10,000 increase in the last three months.

IT project roles also saw significant salary increases since the Spring Salary & Employment Index, especially in New South Wales. Senior Project Applications Manager roles, for example, saw a $10,000 rise to salaries of $160,000 over the 3-month period, while Senior Project Co-ordinators pocketed an increase of over 20% to salaries of $110,000.

As stated in the report, there is a continuing fight for IT talent in Australia, which is expected to become even more competitive and challenging for recruiters in 2016. Victoria, New South Wales, and the Australian Capital Territory were highlighted as being particularly prone to severe skills shortages.

This is partly due to the emergence of new roles, combined with the shift in demand towards digital skills, which has peaked over the last two years. This includes the emergence of User Experience and Customer Experience professionals, and the shift from traditional Business Analysts to Agile Business Analysts and Digital Business Analysts, all of which are currently very low in supply but high in demand.

Peter Acheson, CEO of Peoplebank, has commented on what these recent trends will mean for the IT recruitment industry in 2016,

“The IT recruitment industry will have a strong 2016. Currently, business confidence is up, consumer confidence is up, and there is expectation of a strong Christmas in retail. These trends, combined with the growing investments among businesses in digital transformation, cloud, and big data, point towards significant growth in IT recruitment.”

Australia, as a workforce and an economy, is currently in the middle of a digital transformation. This has been highlighted by Malcolm Turnbull’s appointment of Paul Shetler as Chief Executive Officer of the Digital Transformation Office and the $254.7 million of the Federal Budget being allocated to the Digital Transformation Agenda. With this renewed focus on technology, digital and innovation among corporate and government organisations, Peoplebank is seeing confidence and investment in digital technologies and talent growing significantly.

Mr Acheson further commented,

“Our recommendation for any CIO or company with IT needs is to make sure that they have a clear strategic workforce plan linked to their future IT skills requirements. 2020 is not that far away, and if I was a CIO I would certainly make sure I was developing my existing and future IT talent pool, so that I have the right people on my team ready to face the changes ahead.”

PR Contact :Mylan Vu
peoplebank@hotwirepr.com.au

Download your copy today at: Peoplebank ICT Salary and Employment Index Summer 2016

Where are technology skills heading in 2016?

Fri, 29 Jan 2016 12:33:29 GMT

Next year will see increased demand for user experience, data science and cyber security skills, with non-traditional forms of education gaining traction in the market, according to analysts.

“If I’m an insurance company or a telecommunications company or I’m Woolworths, it’s what my consumer experience looks like when they are interfacing with me via their laptop or their mobile phone or their tablet,” added Peter Acheson from Peoplebank.

“So there’s a lot of investment going into the area of simplifying, making the user interface simple and easy to do business with.”

Demand for data science and data analytics skills will also increase next year. Acheson said a good portion of Peoplebank’s clients are looking to create data science and analytics teams in the coming year, mostly around building recommender systems based on customers’ purchasing history in relation to other data sources such as location and demographics.

To read the full article please click here .

Appeared in: CIO.com.au
Author: Rebecca Merrett
Date: December 2015

Parental leave focus improves Peoplebank’s retention

Wed, 30 Dec 2015 12:34:15 GMT

Peoplebank has dramatically increased its retention of new parents after introducing targeted initiatives to support their return to work, says CEO Peter Acheson.

Previously, fewer than 20% of staff who went on parental leave returned to the workplace, but this number is now sitting at 82%, Acheson told Shortlist.

“We ran a series of focus groups with a number of people who had gone on maternity leave and opted not to return to work and talked about why it was they hadn’t returned to work, and but also what we could do to entice them to return to work,” he said.

“The key thing they told us is, ‘if you want us to return to work, make us feel relevant. You need to make us feel like we’re part of the organisation going forward, both while we’re on maternity leave and while we’re preparing to come back’.”

Feedback from employees also indicated preferences for flexible or remote work, which spurred Peoplebank to review its roles to see if that was possible, said Acheson.

Based on this feedback, four years ago the company launched two diversity programs that are still running, helping it earn consecutive citations as an Employer of Choice for Gender Equality, he said.

The ‘Stay in Touch’ program keeps employees in the loop while they’re on parental leave, including by sending company-wide communications and invitations to work functions and internal celebrations, “so they feel like they’re part of the company even while they’re on leave”, said Acheson.

“About 50% of our staff are female. So one of the really important initiatives is that when a female goes on maternity leave… we continue to stay in touch and treat them, effectively, as if they’re employees – because they are.”

The other initiative, the ‘Return to Work’ program, provides training that prepares primary carers for their return to work after a long absence, Acheson said.

“It’s actually run by a third party called Mums@work and helps our employees returning to work really build their confidence, to assist them on focusing on themselves and their careers, while juggling the dynamics of having a new family member,” he said.

Increasing diversity in internal hiring

Acheson said Peoplebank also works actively to minimise gender bias during its internal recruitment process.

“We have number of things we do. One is we want to make sure there’s always a female candidate [on our shortlists],” he said.

“We even had the Workplace Gender Equality Agency come in and do a workshop with our team members nationally, on how to ensure you write job advertisements to ensure they are gender neutral.”

Maintaining a commitment to merit-based hiring, however, remains essential, said Acheson.

“The commitment to hiring on merit is very important because nothing will damage the credibility of a gender diversity program more than when people feel candidates who mightn’t necessarily be the best candidates for the job are getting the job because of their gender,” he said.

Peoplebank also works with its clients to increase gender equality in candidate attraction, including through job design, modifying the language of both job descriptions and advertisements, and minimising the number of candidates self-selecting out, Acheson said.

“We work with our clients in helping them appreciate the issue of unconscious bias and also making sure the interviews are structured in a way that ensures the unconscious bias is not present,” he said.

In addition to promoting client workplace benefits such as flexible working hours, Peoplebank also assists clients with salary negotiation, said Acheson.

“One of the big ones is getting clients to understand they need to have an appreciation for pay equity.”

Acheson said the best advice he can offer to other recruiters trying to improve their gender diversity is to be patient and understand that cultural change in this area starts with leadership.

“It’s a journey. You don’t flick a switch one day and go from being gender neutral to being strongly supportive of gender diversity overnight. It is genuinely a cultural shift that happens over time,” he said.

This article is reproduced with permission from Shortlist. Click here to read the full article (login required).

ITCRA recognises John Egan at the Association’s Gala Dinner

Mon, 30 Nov 2015 12:36:42 GMT

Richard Fischer, ITCRA President, welcomed distinguished guests to the ITCRA Gala Dinner in Sydney in October.

His opening remarks to the packed house noted that “during the past 12 months the ITCRA Board has taken the Membership feedback as its focus at Executive, Board and Committee level and, as a result the strategy has evolved into two key pillars of representation and quality – which is very much reflected in the awards being presented later tonight.”

The ITCRA Leadership Award for 2015 was presented to John Egan State manager for Peoplebank in Queensland and Chair of the Queensland Committee – an outstanding example of the commitment of ITCRA’s volunteer Committee and Working Group Members.

From all of us at Peoplebank, congratulations John!

To read the full article please click here .

Freelance rates booming – what does this mean for HR?

Fri, 30 Oct 2015 12:37:13 GMT

Over the past year, Australia’s freelance market saw a surge of 370,000 workers – with a third of the national workforce now participating in freelance work.

A new study by Upwork – an online freelancing platform – has found that 4.1 million people in Australia have done some form of freelance work in the past year.

Researchers found that 58% of the freelancers said they had made the career transition by choice – and the same number said they would not return to a ‘traditional’ work model.

According to Peter Acheson, CEO of Peoplebank, one of the most noticeable changes is to the demographics of the workforce.

“The ageing workforce is having an impact on workers’ ability to choose their own working conditions,” he told HC.

To read the full article please click here .

Appeared in: HC Online
Author: Nicola Middlemiss
Date: October 2015

Being digital’ drives ICT hires

Wed, 30 Sep 2015 12:36:55 GMT

Australia’s ICT market is growing well ahead of the broader jobs market, according to Peoplebank Australia’s quarterly Salary & Employment Index – Spring, release today. Peoplebank’s Index shows that hiring in most major cities – Sydney, Canberra, Adelaide and Melbourne continue to be strong to very strong, while the Brisbane market is warming as businesses gear up for growth.

Peter Acheson, CEO of Peoplebank comments that a key driver of ICT hiring includes the fact that business is now largely conducted online, organisations have moved from having digital capability – ‘doing digital’ – to being digital businesses. As part of this trend, SMEs are hiring ICT skills in larger numbers, and new hires are increasingly sitting in the broader business, rather than in traditional IT departments.

In Sydney, demand levels grew by a further 10% on the previous quarter – itself the highest for seven years – while in Canberra, demand has grown to its highest level this decade on the back of new projects in both the public and private sectors.

ICT professionals in Adelaide are enjoying a growing market, with contract roles climbing steadily over the last quarter and indications that business and Government organisations will be making further investments in digital capabilities.

Demand for ICT skills in Melbourne remains solid. While enterprise hiring has softened over the past quarter – compared with the market peak over the Autumn season – the overall market is being sustained by stronger hiring from the SME sector.

“Businesses are seeing the returns on their data driven innovation, which is spurring more organisations to commit to investments in digital capabilities,” comments Mr Acheson.

“In particular, companies are investing in data driven innovation. We are seeing the data science industry mature into a number of specialities, such as modelling and predictive analytics.

What’s also really exciting is that the early adopters of data analytics are increasingly mixing up their teams, having people from different parts of the business sitting together, cross-pollinating their capabilities and gaining richer insights as a result.”

“Organisations in every sector in the economy are using their data to grow – and as a result, Australia is well on the way to realising $billions in additional revenue,” Acheson adds.

The Peoplebank Salary & Employment Index – Spring is available at www.peoplebank.com.au/salary-index

Five hot jobs in IT in 2020 (that might not even exist yet)

Sun, 30 Aug 2015 12:39:37 GMT

Planning ahead? We looked into the crystal ball to see what some of the key emerging roles might be over the next five years, based on current trends.

Peter Acheson, CEO, Peoplebank, says to source data science specialists, recruiters are already looking beyond IT into other disciplines such as mathematics and other applied sciences into IT, because they have the requisite skill sets.

“We are pulling applied mathematicians, who think they will end up as a lecturer in mathematics, into data scientist roles. We are pulling in zoologists, because the core skill in data science is pattern recognition, and that’s one of the core skills of zoologists,” says Acheson. “In terms of remuneration, they are landing jobs they could never have conceived of in those other disciplines.”

To read the full article please click here .

Appeared in: insideSAP
Author: Freya Purnell
Date: August 2015

How to make your workforce healthier

Thu, 30 Jul 2015 12:44:31 GMT

Health – mental, physical or emotional – is an incredibly important facet of a productive workplace, and one that we often overlook. Our health often takes the backburner, as our days get overtaken by looming deadlines, meal deal lunches eaten at our desks , hours of sitting, shirked gym memberships and microwave dinners.

On average, healthy Australian employees are three times more productive at work than their less healthy colleagues. Factors that contribute to a loss in productivity like absenteeism due to emotional stress and attending work when sick are estimated to cost $6.4 billion a year.

Businesses should place company health as a high priority, and here are a few ways that you can help improve the well-being – both mentally and physically – of your employees.

Physical health

1) Getting together to work out is a great way to get employees motivated towards a healthier lifestyle. Offer discounts on exercise classes or memberships, organise a company football team or have a team day out doing something active, like taking a hike.

You can even think about offering in-house exercise classes once in a while – either before work, during lunch or after hours – to make it even more convenient to squeeze a workout into a busy schedule.

2) Offer a ‘cycle-to-work’ scheme and make sure that there is plenty of secure bike parking available around your office.

3) Capitalise on the wearable revolution: incorporate pedometers and other fitness trackers into company life. For example, offer incentives – like a free smoothie at a nearby café or a gift card to Amazon – for employees who consistently hit their target number of steps for the day.

4) Encourage people to get up and stretch throughout the day. Here is a list of five free apps to help remind you to take a break.

Mental and emotional health

1) In order to cut down on the number of days your employees are absent from work due to an emotional problem, manage employee stress levels. Designate a ‘relaxation space’ in the office: a nice, peaceful, no-talking room for people to retreat to if they are feeling especially overwhelmed, anxious or stressed.

It might be a bit more involved, but you could also offer the opposite: a stress-release room, where employees can go to yell into a pillow or punch a bean-bag chair or do whatever else defuses pent-up anger. Soundproof walls would be an absolute must.

2) Focusing on mindfulness is a great way to promote mental health in the workplace. Organise meditation sessions and yoga classes to help relieve general anxiety and stress.

3) Foster a community of understanding and open communication. At any given time, 1 in 5 employees could experience a mental health concern , so it’s important to make sure they don’t suffer in silence. Ensure that there are resources available, like Business in Mind , for those who might need them.

Author’s Bio:

Gemma Falconer is a member of the Demand Generation team at Citrix and GoToMeeting , a cloud computing company that enables mobile workstyles. She has been using collaboration tools/video conferencing/online meetings for the past 6 years and splits her working time between the office and home. Having experienced the flexibility and various advantages of using such technology, Gemma would love for employers to seriously consider offering collaboration tools and flexible working for their employees so they too can truly benefit. Gemma is a mother, keen volleyball player and writer. Find her on Twitter on LinkedIn .’

Digital Growth

Wed, 29 Jul 2015 12:41:07 GMT

Peoplebank chief executive Peter Acheson says demand in Sydney is at its highest in seven years.

He says the digital surge means banking and finance — historically the largest employer of IT skills — now accounts for only 50 per cent of the market.

Acheson says the need for ICT experts is supported by the falling Australian dollar, which is low enough to stimulate activity in trade-exposed export and import industries, which had been deferring projects.

To read the full article please click here .

Appeared in: The Australian
Author: Verity Edwards
Date: July 2015

Strong is the ‘new normal’ in Industrie 4.0

Tue, 30 Jun 2015 12:41:56 GMT

Peoplebank Australia’s quarterly Salary & Employment Index of remuneration levels across Australia for more than 50 ICT job titles reflects a market in which the digital transformation revolution is in full flight. Released today, the report shows the revolution – Industrie 4.0 – is most evident in Sydney and, to a lesser extent, Canberra and Melbourne where digital projects in the Federal Government and broader business sector are driving overall demand.

In Sydney, demand levels are at their highest for seven years: and the number of projects in the pipeline suggest that strong demand will be the ‘new normal’ for 2015, comments Peter Acheson, CEO of Peoplebank.

“The defining characteristic of the NSW market is that of Government and business spending on digital development, that is new online capabilities, apps and internal systems to make the most of customer data,” says Acheson.

“This surge has meant that the banking and finance sector – historically the largest employer of IT skills in NSW – now accounts for just 50% of the market.”

Demand for ICT skills across Australia is also being supported by the falling Australian dollar. It is now low enough to stimulate activity in trade exposed export and import competing industries: the sectors which have been deferring projects and capital expenditure for several years. Pent up demand and a more favourable Australian dollar are now spurring these organisations to make new investments in technology and R&D, supporting Australia’s transition to a broader economy.

“The net impact of these markets is that Australia is earning its ranking in the world’s Top 10 markets for digital attractiveness,” comments Acheson.

However, there is a risk to Australia’s continued digital expansion: as the lower Australian dollar and changed migration conditions have combined to deplete the number of overseas trained digital professionals in the Australian skills pool.

“Over the longer term, the risk is that a shortage of digital skills could slow down transformational projects,” Acheson concludes.

“Through these projects – the transformation to Industrie 4.0 – Australia’s digital economy has grown by 50% in just three years . It is our nation’s biggest growth lever, and we need to support its positive impact on business productivity and our capacity to compete in global markets.”

To view our Salary & Employment section, please go to: https://www.peoplebank.com.au/salary-index .

Peoplebank Shines As A Best Employer

Mon, 29 Jun 2015 12:46:56 GMT

Australia’s largest IT and digital recruitment company, Peoplebank has achieved Best Employer accreditation in Aon Hewitt’s rankings, for the fourth consecutive year. The only recruiter to consistently achieve this ranking, Peoplebank has managed – in a year of monumental changes – to retain engagement levels at around 80%.

Aon Hewitt’s rankings of outstanding people practices rank organisations on four measurable factors: employee engagement, a compelling employer brand, effective leadership and high performance culture.

According to Aon Hewitt research, Best Employers achieve better business results than other organisations, with higher growth in both sales and shareholder value. The company assesses that a performance culture is where most employees feel truly energised by their job – a measure that Peoplebank has surpassed by maintaining eight out of every 10 employees in the high engagement zone.

Staff feedback on engagement included that employees value: “Giving me work flexibility and showing great confidence and trust in my abilities…”, that “My company also does a great job of recognising my skills and talents and giving opportunities to share these…”, and that “The organisation has been doing an excellent job in building a healthy working atmosphere.”

Peoplebank’s achievement is all the more striking given that the past 12 months has been one of profound, sustained change for the recruiter.

Peoplebank’s CEO, Peter Acheson comments, “Over the past year, we’ve dramatically expanded Peoplebank’s footprint: entering the frenetic Malaysian market while continuing to grow our operations in Hong Kong and Singapore to service booming demand across the Asia Pacific.

“At the same time, we have developed new business models and have outperformed a truly competitive Australian market. Most recently, Peoplebank has also become part of the global Recruit Holdings organisation, a move that has dramatically increased our scale and capacity to deliver.”

“While all of these changes have been positive, they have exerted pressure on our teams. Staff have risen to the challenge brilliantly, continuing to bring their all to the business and achieving the best outcomes for our clients and candidates, regardless of what else is going on in the business.”

“I have no doubt that our success in 2014-15 has been almost entirely due to Peoplebank’s outstanding teams: and I am proud that, through our deliberate strategy of putting people first, Peoplebank has built a workplace where staff delivering their best work every day means we, as a company, are demonstrably heading towards market leadership in Australia and throughout the Asia Pacific region.”

3 key ways to attract more female candidates

Wed, 20 May 2015 12:54:13 GMT

Women are underrepresented in many areas of the Australian employment landscape. Information Communication and Technology (ICT) is one of the industries that struggle to gain representation of women at all levels within organisations.

Peoplebank, Australia’s largest on-hire ICT recruitment firm, states that in calendar 2014, 27% of its contractor placements were female.

Peoplebank also states that many of its clients are struggling to hit targets set to bridge the gender imbalance. One of its customers in the banking sector has imposed a policy that hiring managers cannot offer a role to a male applicant if they have not interviewed at least one female applicant.

The challenge of attracting female applicants to historically male-dominated industries is not limited to Australia, or the ICT industry, it spreads much further. Most organisations around the globe have recognised that they need to change in order to attract and retain female talent.

Working on your Diversity initiatives?

Learn how Peoplebank can support your diversity initiatives: Diversity in Workplace

But how?

Engagement programs like flexibility to allow for family friendly working hours have gone a long way to making a company more attractive to female candidates. However, that’s when they click the Apply Now button on a job ad.

The Apply Now button is not always clicked, let alone seen by many female applicants. Many will read and then believe, mainly subconsciously, that they are not suitable for the role and rule themselves out of applying for the role.

Why does this happen? Language is to blame. No, not foul language but something much worse. It is subtle plain English words that stop women reading as they self-disqualify their eligibility for the role. What are these words?

Gendered language is the reason that so many women do not apply for roles. Research shows that there is no impact on the likelihood of a male applying for a role, however, female candidates are dissuaded from applying for job ads that use masculine language.

The two above ‘masculine coded’ phrases are commonly used in many job ads which will dissuade female applicants.

The research study highlights that women felt the job ads with masculine terms were less appealing and also felt that they belonged less in that role. Whereas feminine-coded job ads produced a sense of inclusiveness and belonging and therefore saw an increase in the probability of a female applying for the role. It’s worth reinforcing that men will apply for the role no matter the gender coding, so you are not losing any potential candidates by using feminine-coded text – only gaining potential of more female applicants.

Stemming from this research is a “ Gender decoder for job ads ”. You can copy and paste text into this decoder and it will highlight if your ad is gender neutral, masculine or feminine.

It’s a great tool to gain an understanding of how your job ad is working for, or against you attracting all available candidates.

Likewise, research by McKinsey* shows that women will not apply for roles unless they meet 100% of the criteria listed in the job ad, whereas male applicants will apply meeting only 60% of the requirements.

Write job ads using feminine language. The research shows women are far more likely to apply when a job ad is written with feminine language
Make sure that the job description is also written with female gendered language – the same rules apply as the job ad
Ensure that the criteria listed are 100% essential to be advertised. Most female applicants will not apply unless they meet 100% of the writers.

Of course, organisations need to rethink their hiring processes such as emphasising skills and capabilities, rather than time served at a particular company, but that’s a whole other article.

In the meantime, get in touch with your feminine side and make your ads attractive to both genders by ensuring they are femininely coded.

http://gender-decoder.katmatfield.com

http://dca.org.au/app/webroot/files/file/gender%20documents/Business%20Case%20for%20Women%20Mckinsey%20sept08.pdf