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Mar -Apr 2015 - Issue 02
CollisionONE RECRUIT IS OFF TO:
Las Vegas
EXCLUSIVE
StrategyIdentify your personal strategic approach
SOHO
Office tips Hiring when working from home.
DEVELOPMENT
70:20:10CreatingTalent
Recruit HubFresh news on recruitment
Writing down your objective when creating a resume is critical
all set for
2
contents.
08 28
16
SOHO TOP 5Working from home
Cultural ideas Assess your personal culture
CollisionOneRecruit is off to the States
Strategy
04 Editors notes and a quick look at our new issue and Social Media.
06 Recruit Hub where all the news on what’s happening in recruitment.
08 SOHO and what’s happening in the home office of the new recruiter.
10 Must See strategies for the leadership agility using the CareerBirds.com website
12 Quick bite sized chunks of information that is taken from the course.
14 BSoCre8ive where you go to learn about social media and Digital Marketing.
15 Do you have the right qualifications for the role you are applying for.
16 Collision Las Vegas, Learn all about how OneRecruit will be in America in May
20 Resume Objectives, What you think about you bring about.
24 What you shouldn’t discuss in interviews.
26 OneRecruit Enterprise edition is a custom ATS platform available today
28 The Culture Code - what are your people saying about your culture?
10
3
10
13
30
24
36
34
WritingObjectivesHelps you to deliver goals
70:20:10Creating talentLearning and development
Interviews What you shouldn’t talk about
Role ModelsGood or bad?
CreditchecksAre you prepared for what your employer will find
regarding your credit scores.
40 pages Full of absolute dynamic creative content! 22
30 Learning and Development Discover how the 70:20:10 principle will change work.
32 World Jobs - all the jobs that are currently available through our ATS globally.
34 Role Models - They can be good or bad.
36 Work related credit check and what you need to have in order.
38 Business - How mentoring encourages self confidence.
39 Wellness in the workplace. Small tips you can take to ensure you’re eating well
39 Posture -How you stand, sit and move can have great impact on your health
40 The OneRecruit Applicant Tracking System for recruitment,
Strength a strategic approach
FOUNDERMartin StaaelDIRECTOR -CMO/Editor Azhar KhanDIRECTORJeremy StewartCOMMUNICATION MANAGERDouglas DeverePHOTOGRAPHY Liam Byrne
SENIOR MARKETINGAnthony LevyEDITORIAL DIRECTORAzhar Khan / Aviva CohenART STUDIOHowie Chang / Azhar Khan CONTACTSStudio - [email protected] - [email protected] [email protected] - [email protected]
Limits of Liability/Disclaimer Of Warranty The publishers and author of this magazine
and all products related to this magazine
have used their best efforts in creating this
product. Neither the publisher nor the authors
make any representation of warranties with
respect to the accuracy, applicability, fitness, or
completeness of the contents of this program.
They disclaim any warranties that are either
expressed and/or implied merchantability, or
fitness for any particular purpose. The Editor
and the publisher shall in no event be held liable
for any loss or other damages, including but not
limited to special, incidental, consequential, or
other damages. The advice of a competent legal,
tax, accounting or other professional should be
sought. You do not have the right to give this
book away, include it in any membership site, or
offer it as a bonus! You may not sell this book
unless granted permission or have become one
of our authorised affiliates. Violators will be
prosecuted to the full extent of the law.
editor.from the
Azhar Khan.
Welcome to the March/April issue of OneRecruit
Exciting times ahead as OneRecruit is one of 25 startup companies in the world that been invited and sponsored to visit
Las Vegas in May for Collision. The event that brings together key influencers in the tech community. Bloomberg has referred to this event as the DAVOS for geeks.
Visited by the worlds leading investors, accelerators and leaders of all kinds this event is the gold standard of startup events on the planet. Naturally we can hardly contain the excitement of being sponsored to attend and are looking forward to meeting and hanging out with some amazing
people in the industry.
We’ve also taken a little format change as we explore the best ways to provide you with content that you find interesting and relevant to your career. We also welcome our fantastic contributors who have bent over backwards to help me pull together content for this issue.
If you have something that you would like us to consider in the next issue please feel free to contact us via the website We look forward to bringing you more exciting new developments in our next issue and hope you enjoy reading this one.
Boorer has been involved in hospitality start-ups for the past 25 years turning ideas into realities, building teams, creating company visions, culture and strategies, marketing, policies and procedures.
Lisa Boorer. MBA/MNLP
Stewart is an experienced executive manager with more than seventeen years’ experience in a diverse range of business functions ranging from industrial sales to executive leadership appointments.
Jeremy Stewart. MBA GAICD, JP.Qual
Staael is the Founder of OneRecruit and currently the CTO. Staael’s passion for business solutions is defined by the clear and concise applications he develops for business and Human Capital Management.
Martin Staael.
Amanda Attard is a freelance author and writer of cook books. She has been cooking for over 35 years and creating her own recipes for more than 20. Inspired by the abundance of organic produce coming from some of the world’s most fertile soil.
Amanda Attard.
contributors.
credits
Azhar KhanExecutive Editor - CMO
04
theUSUALsuspects.
09. SOHO Office Talk 13. Strategic Agility18. OneRecruit World 22. Resume 24. Interviews
26. ATS Review 28. Culture 30. Development 33. Quick Tip34. Learning 38. Business 39. Wellness
Office Rules.
Resume Objective.
Front Side.
World Jobs.
issue.let’s get
social.
insidethis
Issue 2: Mar/Apr 2015
Get some winning ideas on how to handle working from home. Recruiters are turning their homes into the office to be more productive and efficient.
Knowing why you write your resume and for whom should be an essential strategic approach to ensuring your are not being haphazard and careless with the way you portray yourself to a potential employer.
Developing staff is an ongoing process. This principle will guide your staff to accept the most efficient way to learn on the fly and develop themselves whilst working
Where do you want to be. This new feature section will display any job using the OneRecruit applicant tracking system across the globe. The easy to use way for any company to track their recruiting process.
08.
17.
32.
22.
twitter.com/ onerecruit
facebook.com/ onerecruit
google.com/ onerecruit
linkedin.com/company/onerecruit
Keep in touch .
We thank you for your support.
#OneRecruit twitter
13 signs you should quit your job?
@wef
Age is on a barrier, Tech Designer, 91, lands her dream job in Silicon valley
@edXonline
The top ten hourly highest paying jobs
@frugalis
3 questions at the heart of improving disability employment in Australia.
@mediaaccessaus
The ugly side of brand, culture and flexibility in the workplace.
firebrandtalent
#OneRecruit facebook
Cheaper robots could take away these jobs; is yours at risk?
Emirates247
Do you have the best job in the world? - The future of work
Lisa Evans
13 CEO’s share their favourite job interview questions
businessinsider
Online hiring activity grows by 19% in December; 2015 forecast looks bullish
businesstoday
The 20 best paying jobs for women
businessinsider
CareerBirds.com
WOTCULTURE.com WOTPersonality.com BSoCre8ive.com WOTTEVA.com
WOTTJOBS.comWOTTMETRICS.comSABISTAR.com
05
Recruit Hub
Eliciting values
Wha
t's h
ot this
mon
th
The latest news stories from the HR community
How do you choose the right candidates in a behavioural interview?
TOP STORYGET THE BEST FROM YOUR RECRUITER
ONERECRUIT SOFTWARE
RECRUIT DELICACY
Ask your recruiter to only refer you
candidates he has done a cultural fit
assessment on. If the candidate
matches the values of your
company there should be a
perfect fit for the role they get.
Applicant tracking software is part of a much larger
toolkit that encompasses
more than just recruitment.
Azhar Khan talks to our CTO about
OneRecruits plans for the future.
Screening has to be the worst
part of applicant tracking and
whilst tools are in place to make life easier, many great candidates fall through the cracks. Tell us your favorite
ingredients for dishing up great
candidates
RECRUIT
For most recruiters choosing the right candidates in a behavioural interview can be
a hit and miss result. Candidates can appear great on paper and on the phone can talk themselves into an interview only to lose themselves entirely in the interview process. There is no right way to do it or wrong way to screw it up, so most people do what they know best and rely on their gut feel. Some recruiters just want to feel comfortable around the candidates to measure the likelihood that the person they are interviewing is the person they want to be sitting down with to eat lunch with when in a break. Some candidates just stand out in behavioural interviews, especially when they are being recruited in groups. They ask the right questions and they prepare
for the right answers. Making sure that they have not been coached for the interview can also be a red flag for any recruiter. Those candidates are just trying too hard and body language is the tell tale sign for just how much they are prepared to suck up.
“I ask people one question. If I gave you a cheque... then I write one out for a million dollars and hand it to them; what would you do with it? Then I sit back and let them tell me what they want to do with their lives. If what they say aligns to the role they are applying for and my company they are hired on the spot. “ says Human Behavioural Specialist Dr John Demartini. “If you have a multi-million dollar company hire leaders that know how to handle millions of dollars or risk losing it all. Their values will tell you just how
much they value your company and their priorities will lead you their motives. Ask how they spend their time and money, How they fill their space and who inspires them most. The results will be transformational for your business.” Says Demartini.
Standing out in group interviews
06
ReflectionGet y
our
work seen
New additions to the world of HR
Follow the evolution to recruit in the subtle way
Recruiter podcast
Human Relationships or Human Resources?
BLOG
I ’m a true baby boomer born in 1946, I
believed that all was possible for me if
I worked hard enough. The proved to
be somewhat true. Being well educated,
upper middle class and white helped
more that i understood, while being
female proved to be more of a drawback
than I ever acknowledged. Still the
mind-set that all things are possible,
has stood me in good stead in my life.
First you must believe it, then you can
do it. I still believe this and so it is self
reinforcing and is still true for me. I have
been successful in my work life and after
years of struggle, also in my personal life.
Work and Love, Freud says, is what we
all must face and master during our lives.
I can say at 66 I have learned to feel
comfortable and at ease with both. What
would I tell them about my life standing
where I am today? So many cliches come
to mind that are partially true, but not
totally true. Take care of your body with
the same attention you would give your
most treasured car. Our bodies won’t
last forever without maintenance and
regular check ups. Pleasure is not a bad
thing, it is just not the only thing. Turn off
your electronics and get outside more.
I guess the most important thing I would
pass on is to give the other person a
break. We have no idea the load each of
us carry, if we did we would have more
kindness toward one another and less
judgement.” Says retired baby boomer
Susan Darin Pohl on her blog.
Keep up to date with widgetplug-ins for your own website
Hot off the press is OneRecruit’s new plug-in that allows you to
integrate the job listings you have directly on your own website by simply adding a piece of code that you can find in the setting or directly from the blog. This means you can easily integrate with your own site without having to program everything yourself.
What this means is that you can load whatever jobs you have directly into your OneRecruit portal and have the content show up on your own website. “Its a simple HTML code you add to the page and the system takes care of the rest” says Martin Staael CTO of OneRecruit.
The content does not need to be formatted either. It automatically assumes that the settings for the website you are placing the plugin on has it own CSS setting and therefore uses the settings that are relevant for your site. It makes it the easiest adoption plug-in for an ATS.
Ever heard of an SMR or SMH. They
are two roles that have recently appeared on the HR scene. They stand for Social Media Recruiter and Social Media Headhunter. Two new characters to look out for.
As paper applications are becoming less of an advantage in the
recruitment process it stands to reason that the more familiar
you are with online profiles, the better you will be at leaving a trail of interesting online gifts for recruiters to find. This can be a well SEO’ed professional
profile or a portfolio of articles that pertain to your role that they find online. Its the subtle way to get head hunted and results in a much better offer.
If you’re looking for a change in
career and don’t know how you can transfer your skills to another industry you may want to consider pod casting. There are plenty of people wanting to know your skill-set and you can even charge them for it. Judging on what’s on the AppStore for recruitment you would have a head start.
Add an ATS directly to your site today!
More kindness, less judgement
Behance.netCREATIVE SHOWCASEFrom Pixar to portraits of animals this Adobe website has a fantastic resource to find and hire creative talent. The galleries are amazing and search facilities filter candidates by schools of thought, tools used and color.
Deviantart.comBLEED AND BREED ARTCreative expression takes on a new dimension on this website as a place to view candidates portfolios in the design and creative space. With over 32 million members and 65m unique visitors a month its the place to meet successful artists
Shorts. . .
THIS MONTH IN
SHORT
Tip. . .
Leave online gifts for recruiters
PORTFOLIO
07
1. Take it to the limitSetting up your home office has its own distinct set of advantages and disadvantages. Therefore, you need to recognize those before you decide to work from home. The most obvious challenge lies in the fact that you are at the comfort of your own home and it is easy to be deceived by the idea that you are not working. Hence, you can assume a laid back approach at work and achieve less than you normally would
when having to attend work at the office. Finding a balance between work and home life is vital. Most importantly, you need to be able to separate the two. That is the first step that you must take in order to succeed with work from your home office. The most important thing that should drive you to work, even when you are right at home is the delivery of quality work expected of you from your clients. Below are some tips to get yourself motivated and become more successful with work at home.
2. Discipline Yourself
When at home, there are several responsibilities to look after. Juggling them proves to become more difficult with the addition of work priorities. With several things to attend to, it is easy to compromise your work and make them last in your priorities. However, you need to create a boundary in terms of when you need to work and when you must attend to all these errands at home. Treat yourself professionally, such that you have a specific schedule dedicated for work. However, you also need to ensure that your obligations at home are not neglected when you focus
much of your time at work. The key here is balance.
3. Come Up With A Plan
The best way to come up with a solid plan concerning your home office and work, break them down into short- and long-term plans. Here is how you should approach either one.
Short-term plans: Before starting your daily work, you need to determine what tasks you need to accomplish. This will allow you to allocate how much time is allowed for each one, so as not to forsake other necessary tasks. If possible, do this daily planning method a week ahead. This will help you determine whether you have enough time to squeeze in other rush tasks. In between doing your tasks, take time to relax. This will provide you enough strength and vitality to finish the rest of the day’s tasks.
Long-term plans: Every month, take time to review your business. Examine the possibility of growth and adding up more ideas to help your work at home business thrive and grow. Since the market is
TOP FIVE
AWESOMEOFFICETIPSThe challenge of working from home and achieving business success...
Make a list of where you can build your business by listing daily tasks.
08
continually evolving, you have to evolve with it as well. This is also your opportunity to assess where your business is headed to and what you can do to improve it further.
4. Hire Assistance
Since you are still doing business, you can opt to hire help from personnel that will attend to different areas of your work. Whether it is accounting, bookkeeping, secretarial, scheduling appoints, and so on, you will find that it is worth investing for. It should be able to provide you with enough organization and produce more work in the same amount of time.
5. Pace Yourself Well
Never be too hard on yourself. When you become your own boss, it could either be a positive or negative thing. You can tend to relax too much to forsake work, or you can overwork yourself too. After every accomplished task, take time to relax. It will enable you to revive and gather enough strength needed to complete the next set of tasks. By doing this, you will also notice that you produce more quality work.
Making a list of daily tasks and setting priorities for them to the point that they can be scheduled will help you to grow quickly and easily pass on the tasks to others efficiently. This is where you will be able to start recruiting the right staff for your business and ensure they roles and duties are well documented. If you know what you do and what the role entails you can provide full details and document the rest so that it is easy to leverage your position to others.
Before you know it you will be employing staff and ensuring that they have the right place to work from will become another issue you will need to consider. There are plenty shared workplaces that help get you started in that space.
ITINSTANT GUIDE FOR THE
PERFECT DESKTOPS
OFFICE RULES
NEED TO KNOW
DON’T STACK: It really becomes too easy to stack things on top of one another. A cluttered desk is a cluttered mind. Take the
time to tidy up your space and respect the space you are in. By having this sense of concern for your immediate surroundings you inherently give your mind clarity in your objectives.
REWARD YOURSELF: Especially when you have achieved certain milestones and goals. It does not have to be
lavish or big. It just has to be a token appreciation gift you give yourself for winning, Having the attitude of gratitude is an essential and critical part of being an entrepreneur.
COFFEE TIME: Take scheduled breaks and know when to walk away. Its not the amount of hours that you put in but the quality of those
hours that you are engaged. More often than not being overworked is the most common reason for failure in the SOHO space, If you have trouble leaving your desk at the end of the day then schedule a gym session at the time you think you should leave. Even if you just go in to use the treadmill. Walking is better for your mind and health then 14 hours straight at a desk.
A clean desk is an essential tool in working from home. The most successful home workers clean every day and at periodic scheduled times.
09
MUSTSEEIDENTIFY YOUR PERSONAL DECISION MAKING STRATEGIES
OUR APPROACH PRODUCES INSPIRATIONAL CREATIVE AND TIGHTLY-FOCUSED STRATEGY
Strategic Thinking
HOME STUDY
FoundationThis course assists you to identify your personal decision making strategies as well as your business decision making strategies highlighting gaps that exist between them both. In identifying the
gaps and the different success rates you will be able to start to create a defined decision making process that removes
emotions, knee jerk reactions and ego. You will identity your motivating
factors, what is useful information, new insights into yourself, the company
you are representing and the need for collaboration.
Getting Stared -Know your bird type
Lift offTake the self assessment and join up at careerbirds.com. This part of your learning will help you to identify your leadership agility practices. Once you are a member you can begin to obtain access to the HomeStudy section. Here you will find the course on the Foundation of Strategic Thinking.
READINGS
Open your mindIncluded in the course is a list of suggested readings that will assist you in opening your mind to the different internal and external drivers for your current decision making processes and the opportunity to change these where required.
REFLECTION
ToolsThe tool of reflective decision making
and gap identification will add another dimension to your strategic thinking
giving you the tools to identify the right style of person with whom you would discuss and seek advice from. You will be able to identify their strengths and weaknesses and how these will hinder
or assist you enabling to cut out the time wasters in your life. This will go a long way in creating an outcome orientated
decision making strategic thinker.
Through research, collaboration and process, CareerBirds.com provides an exciting strategic framework for your business. Download the homestudy course to discover how you make decisions and how they affect all around you.
BY LISA BOORER
10
STRATEGIC MAPPING
Focus GloballyWith global business available to every person with a computer the need to make strategic decisions in the most effective and least disruptive manner has become extremely important, especially for those who are the decision makers.
11
COMPANY/PERSONAL
VisionWhere are you heading,
where is the company heading? What will it look
like when you have achieved the vision? Does the picture
you are mapping fit with the company brand; does it
support and strengthen the current climate within the
industry?
COMPANY/PERSONAL
SustainabilityWith the new strategy will the company be able to sustain the change with the current levels of finance, systems and resources? Will it support the brand in the long term, from and environmental and ecological view point.
COMPANY/PERSONAL
ChallengesAs a person and as a company strategic mapper, have you identified the different challenges within yourself and the company? This could include personnel, finances, change management or the belief system of those who you are consulting with. Every challenge is an opportunity, how are you identifying with the challenge?
COMPANY/PERSONAL
Resources Never enough! As you are forming the strategic map you must be acutely aware of the cost of this project compared to the projected returns, the people that it will include and if the company has all of the qualified persons on staff or if this will be out-sourced and at what cost. What state is the internal IT system operating at? Are you aware of its limitations? The time and logistics of the map will need to be considered when choosing the path to the desired outcome.
COMPANY/PERSONAL
ValuesTo be the strategist for any company
you must have an understanding for the company values, they could be honesty, integrity, ethics, team, responsibility, faithfulness, do you
align with these core values? To make sound strategic decisions the
values of the company has to be supported for the long term
sustainability and for the support of the team.
BREATHING STRATEGY AND SUCCESS
MUSTSEE
FINANCIAL What level did the company finances have in your decision making? What will be the cost and the projected return or savings involved in the strategy?
STAFF MORAL Does the culture of the company align with the strategy? How will this be introduced to those who will be affected and what is the assumed result?
ENVIRONMENT Does the internal and external corporate environment support the changes that your strategy will incur?
12
COMPANY/PERSONAL
Strengths As a strategic thinker are you aware of your own strengths? You need to identify the strengths of your com-pany and how they align with your own. For each strategic decision to be successful you will need to work with these strengths and balance any challenges that the company has.
COMPANY/PERSONAL
SystemsAre you aware of the systems currently operating within the company? What level of CRM, Project Management, Risk Management, Data, Key point indicators, Internal and External communication paths, does the company currently operate. If these systems are capable of operating the new strategies or will they need to be updated or created.
COMPANY/PERSONAL
CultureNot what country you are from, is the company a family based culture, a collective culture, linear or hierarchal. Identifying your culture from the work force and not the top end management will be important to the success of your strategy.
Team Building
Now that you have identified your career bird, this course will give
you the information needed to create the ultimate strategic team,
decision makers and visionaries. By identifying the birds you flock with and those birds who’s traits
you lack, you will be able to create a balanced team. This will ensure that you have the support for the
changes required to make decisions that will guarantee the longevity of the business, the purity of the
brand and the drive to take the business to the next level. .
NEW COMPETITORS Are you considering, customers current and new, market share, growth, products, benefits, location, scope, distribution and research, and basing your strategy on these?
STAKEHOLDERS Does your strategy provide them with the answers and outcomes to satisfy their decision making? Are you aware of the outcome that the major stakeholders are requiring?
LEGISLATION Is this strategy being made due to a change in legislation? Are you changing your strategy to remain in line with best practices?
13
BSoCre8iveThe world of digital marketing has changed the dynamics of business and companies that have learnt to
embrace the challenges associated with new media are the ones that are consistently wining.
BSoCre8ive is a company that can help connect your company to the digital marketing space. We make things easy to understand and build strategies for social media, client engagement, campaign planning,
producton and lead nurturing.
Visit our website and book yourself a specialist that can helpout with your plans.
www.bsocre8ive.com
14
QUALIFY TO THE MAX?
Are you in the market for work or a change of career?
If you are, you will likely come across a number of job listings, some of which you may be qualified for and others that you may not necessarily be qualified for. When it comes to applying for a job, there are many job seekers who wonder if they should bother applying for a job that they are not really qualified for. To determine whether or not you should, you may want to examine the pros and cons of doing so.
When it comes to applying for a job that you may not necessarily be qualified for, the biggest pro of doing so is the unexpected. You would be surprised how many employers just schedule interviews without actually examining resumes first. This is most often done when an employee needs to be hired right away or when there weren’t a large number of applicants. When that is the case, your resume wont necessarily do all of the talking for you, your personality will. There are thousands of instances each year where employers actually hire those that weren’t necessarily qualified for the job in question. The reasons why they were hired tend to vary, but many were just impressed with the applicants personality, goals, and need to succeed.
Another pro or plus side to applying for a job that you may not necessarily be qualified for is other opportunities, often from the same employer. It is not uncommon for an employer to be doing hiring for more than one position. Although you may not necessarily be qualified for the position that you applied for, the employer in question may have another position available; another position that you may be better suited for. If an employer likes your resume or your personality, if an interview was scheduled, you actually stand a good chance of getting hired, even if it is for a different position than the one that you originally applied for.
Is it Worth Applying
for Jobs without the right
Qualifications?
Although there are a number of pros or plus sides to applying for a job that you are not necessarily qualified for, there are also a number of cons or downsides to doing so as well. One of those cons is the impression that you may end up giving of yourself. Some employers easily get frustrated or fed up with those who apply for jobs that they aren’t qualified for. From the perspective of an employer, it is time consuming to sort through hundreds or
thousands resumes or job applications, especially when a good portion of them are from those who aren’t even qualified for
the available position.
When it comes to applying for a job that you aren’t qualified for, the decision as to whether or not you
want to do so is yours to make, but it is advised that you use your best judgment. For instance, do not apply for a position as a teacher or a doctor if you don’t have the proper degree or required training. However, if you are interested in becoming a retail store manager and it is required that you have a business degree, you may want to think about applying for the job if you are currently working on your degree, even just part-time, or if you have the equal years work experience.
If you are able to land an interview, the question as to why you applied for a job that you aren’t
qualified for may arise. When answering that question, you will want to spin it in a way that
you will benefit you. For instance, respond with something like how you are always up for a challenge
or go into detail about how you think you are qualified in other ways. One thing you will definitely not want to
do is respond with “I was hoping that I would get lucky” If you do, you will leave a lasting negative impression.
15
Collision is Web Summits’s sister event, and found a
home in Tony Hsieh’s Downtown project in Vegas. In four
short years, Web Summit has become Europe’s largest
tech conference attracting over 20.000 attendees
from around the world. Collision is the vision for a new
type of conference for America: A meeting place for
10.000 people who are both building the companies
of tomorrow and managing the companies of today.
The first Collision was held in Downtown Vegas in May
2014. It was the first Beta test. In 2015, Collision will
grow to a 10.000 person conference. OneRecruit will
be colliding with some amazing companies that all have
the potential to be the next big thing. It is why some of
the biggest names in the tech industry can’t keep away
from being seen at the event. “Its where talent meets
success, and it make sense for us to be represented
there” says founder and CTO, Martin Staael.
Where the tech industry’s high priests meet startups
Meet us at our boothMay 5 - 6 Downtown Las Vegas
16
OneRECRUIT is one of 25 companies that have been sponsored to attend all the way from surfers paradise
in Australia
17
The details are not the details
Web Summit started in a bedroom just over 4 years ago. 3.5 years ago they migrated to the sitting room.
2.5 years ago to an office. Now they are 100 engineers, data scientists and more, and growing faster every day. They have gone from being a conference company to a
technology company
Scaling from 400 to 22,100 attendees in 4 years is a product of having an approach that engineers serendipity for an industry we’re passionate about: tech conferences.
Whilst traditional conference organisers hire event managers, this team hire engineers and data scientists.
Why? In the words of Marc Andreessen from Venturebeat “software is eating the world”, rapidly disrupting
every industry, and conferences will be no exception. Media companies and conference companies still do a
fantastic job – don’t get me wrong – but data science has the potential to change the value of conferences for
attendees, and dramatically.
The team at Collision have been slowly pioneering change and so far enough people like what we’re doing that they
have been able to grow unexpectedly fast.
In Web Summit’s second year, 2011, 30 startups chose to exhibit. For Collision’s second year, so far 403 startups have chosen to exhibit. You’ll find a list of those incredible
startups below. By the time May comes around, over 1,000 startups from more than 50 countries are estimated to
have placed their trust in Collision and exhibit.
In other words, Collision is growing far faster than Web Summit ever did, and by orders of magnitude. And yes, 400
to 22,100 in 4 years is fast, but Collision is going to get far bigger, far quicker. And hopefully, in terms of quality of
outcome for attendees, it will be far more valuable than year two of Web Summit because of the technology that
underpins how we structure everything from a seating plan at dinner to the group you find yourself surrounded
by on a pub crawl.
Most importantly, interesting startups are invited to exhibit. For example here are just 15 startups who
exhibited at Web Summit in November who have since raised $270 million. Of course, that’s down to visionary
entrepreneurs, who are prepared to hustle, and then hustle some more. But these startups don’t go to the
conference for the good of their health, they’re here to meet people, and that’s something we’re getting better at
facilitating at an ever growing scale and sophistication.
So, we’ll be in Vegas in May, as will quite a number of visionary entrepreneurs, young startups, respected
investors, seasoned CEOs and influential media. Collision, are building something a little different for attendees as
compared to traditional tech conferences.
Either way, I hope to see you in Downtown Vegas, and if not there then somewhere else in the world where we’re sprinkling our software driven approach to conferences.
“OneRecruit are thrilled to be one of 25 companies to be sponsored to attend the conference from Australia. Our aim is to find and secure a local partner/investor in America where the majority of our clients are now based. This is a meet and greet tour for us and so feel free to stop by our booth and introduce yourself. “ said Martin Staael founder and CTO. “ Being based in Australia for R&D gives us an advantage over other startups seeking investors at Collision as we don’t come with the overheads of American startups. Plus its much cheaper to scale R&D in Australia whilst still being a global company, just like Atlassian have done. “ Said Staael.
18
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19
WR
ITIN
G D
OW
N
YOU
R O
BJE
CTIV
EW
RIT
ING
TH
E R
ESU
ME
OB
JECT
IVE
STAT
EMEN
T CO
ULD
BE
THE
MO
ST D
IFFI
CULT
STA
GE
IN
THE
WH
OLE
RE
SUM
E W
RIT
ING
PR
OCE
SS. A
ND
SIN
CE IT
IS T
HE
MO
ST D
IFFI
CULT
, IT
ALS
O
OP
EN A
WID
E G
ATE
FOR
MIS
TAK
ES
THAT
WO
ULD
CO
ST E
VER
Y R
ESU
ME
WR
ITER
TH
E
CHA
NCE
FO
R A
JO
B IN
TER
VIE
W.
20
If you
are p
lannin
g to c
reate
a res
ume, f
ocus
first
on yo
ur res
ume o
bjecti
ve
statem
ent a
nd ev
eryth
ing w
ould
follow
accor
dingly
. Hav
ing a
direc
tion
for yo
ur ob
jectiv
es is
like a
ship
plottin
g a co
urse f
or a j
ourne
y.
Your
resum
e sho
uld ha
ve th
is kind
of fo
cus.
its lik
e a pl
an
to po
sition
you
rself
as th
e mos
t like
ly can
didate
for a
pos
ition
that
you
want m
ost.
You
r
dream
job d
oesn
't jus
t hap
pen
or fal
l
into
place.
You
hav
e to
think
of w
ays t
o de
monstr
ate
you
are
the
p e r f e c t
choic
e
21
W riting the resume objective statement could be the most difficult stage in the whole resume writing process. And since it is the most difficult, it also open a wide
gate for mistakes that would cost every resume writer the chance for a job interview. Therefore, if you are planning to create a resume, focus first on your resume objective statement and everything would follow accordingly. What is a resume objective? Resume objective is located at the top-most part of the resume usually below the your name, address, contact number, email address, and sometimes website. It is a short statement stating your desire for the job. Common headings are professional objective or career goals. Why write a resume objective? Resume objective serves several purposes. First, it informs the reader of your intention and the position you are applying. Second it summarizes your main qualification that should state the things you can contribute to the organization. And last, it establishes your personal identity as a professional.
Importance of resume objective... Resume is the first contact you can make to your potential employer and resume objective is the first line the reader would look into next to your name. If you have an excellent resume objective, it could start a spark to your potential employer.
Common resume objective mistakes: “To have the opportunity to work hard, prove my skill, and be challenged so that my training and education would
How do they know to pick you?
To position yourself as the
obvious choice you should
demonstrate your
competency
22
Employers seek applicants who can help improve the present state of their business. They are not there to pamper individuals who want to use their company as another training ground or a refugee camp.
Remember also that the employer is not and will never be interested to what you want. Making it right...Resume objective should state what you could do for the company and not the other way around.
You can be very specific by stating your contributions to your previous employers. Doing such would give you a good chance in making it to the interview.
Say you were able to increase the previous company’s sales by 40%. Don’t be shy to mention it. Wouldn’t the reader be very interested in meeting you face to face if he reads this kind of lines?
Resume objective should have the right ingredient in providing you a paved way towards your goad so better make it right.
be utilize.” What is wrong with this objective statement? Does it contain the right purpose of a resume objective statement? Is it attractive enough to make the reader consider writer for an interview? All the answers would be a big “NO”. So what’s wrong with this statement? The self-serving words. Because no matter how bad you want a job, if your resume objective contains self-serving words you can never have any chance of getting an interview.
OBJECTIVES ARE POWERFUL WAYS OF SETTING GOALS FOR LIFE.
When you
know where
you are goin
g you
give yourself
permissio
n to
mate
rialis
e what y
ou want.
23
What you shouldn’t discuss at interviews
Job interviews, although nerve-wracking, are often a lot easier than originally thought. With that in mind, there are preparation steps that you can and should take to ensure that your next job interview is a successful one.
One of the most important tips that you can remember, when looking to prepare for an upcoming
job interview, is what not to say. There are some topics that need to be discussed during a job interview, but there are others that should be left out of the conversation. For more information on what you should or shouldn’t discuss at one of your upcoming job interviews, you will want to continue
reading on. One of the many topics that you should refrain from discussing at one of your upcoming job interviews involves your personal life.
For instance, you may not want to talk about your family or any friends that you may have. If you are asked if you are a parent, you will want to respond, as well as answer any other questions, but you will want to
try and refrain from bringing up the topic yourself. You will want to try to keep your personal and professional lives separate.
Bad experiences at past jobs are another one of the many topics that you may want to refrain from discussing at job interviews. For starters, your information may be deemed as gossip. You will also want to refrain from divulging important information about your past employer, especially if they can be considered competitors.
Simply taking the high road and avoiding any topics that have to deal with poor experiences at your previous places of employment should help your public perception. In addition to bad experiences at one of your previous jobs, it is also advised that you refrain from speaking poorly about any of your former supervisors.
No matter if your boss was in the wrong, you will want avoid speaking about the conflict. That doesn’t mean that you should lie if asked, but it does mean that you should at
IF YOU ARE LIKELY TO HAVE A NUMBER OF JOB INTERVIEWS COMING UP IN THE NEXT FEW WEEKS OR MONTHS, YOU SHOULD BE PREPARED
GREAT MINDS DISCUSS IDEAS. AVERAGE MINDS DISCUSS EVENTS.
SMALL MINDS DISCUSS PEOPLE
f i g h t i n g i n t h e w o r k p l a c e B u l ly i n g i s n o t t o l e r at e d at a n y l e v e l r e d c a r d s m a n a g e r s t h at h av e n o e n d o r s e m e n t s f r o m p r e v i o u s S ta f f o n p r o f i l e s
24
NEVER COMPLAIN ABOUT THE PAY. THINK ABOUT NEGOTIATING
least use your best judgment. You will want to show all prospective employers that you have respect for management, even if you don’t like the management members.
If you were ever terminated from a job, you will want to proceed with caution during your job interviews. Discussing a job in which you were terminated from may not work in your best interest. With that in mind, it is important to examine the reason for your termination.
Anything serious such as sexual harassment or theft may want to be avoided during a job interview. However, if you will receive a background check, this information may come into light anyway. Once again, you will want to use your best judgment. Bad pay is another topic that you may want to refrain from discussing in upcoming job interviews. It is not uncommon for pay to be discussed during a job interview.
With that in mind, should you find the starting salary to be lower than you may have thought, you will want to keep your composure. It would be impolite for you to leave in the middle of your interview or complain about the pay.
What you may want to do, instead, is spin it in a somewhat positive matter that can still display your disapproval. You may want to consider asking about the other benefits, like sick days or vacation days, which can be used as other forms of compensation.
The above mentioned topics are just a few of the many topics that you may want to leave out at your next job interview. Of course, during a job interview it is important to answer all questions asked, but just be cautious with your answers and do not divulge more information than needed.
O u t r a g e o u s s tat e m e n t s E s p e c i a l ly a b o u t yo u r p r e v i o u s b o s s e s o r t e a m m at e s
25
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will love using.
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FeaturesSave time and resources OneRecruit.com
FACTORIn todays competitive and somewhat global world, organisations are recognising that they should be
concerned with what is going on outside of the organisation, as much as what is happening or being
manifested internally. Culture is not just about geographic location. It’s so much more...
VALUESKnowing the values, mission, purpose, process, strategy and payoff of a company can help you navigate the companies ethos. However peoples interpretation and validation in upholding the credo of the company may not always be in sync. Especially if you have not
hierarchal structure.WHAT TO DO: Does the secretary answering the phone care about the company culture? How do you know? Building your companies vision means that you have to get all stakeholders no matter how small all working on the same page. Everyone wants to be valued for what they do vocationally and its up to the managers and leaders to ensure that the ethos of the company is upheld. Most people don’t leave organisations because they hate the company. They leave because of bad management that didn’t value them. Know your values and if recruitment is high, change management.
PERSONALITYPeople are very easy to understand when you understand the triggers that make a person do what they are meant to do. The best cultural practices and on boarding programs I have seen don’t take this into consideration. Assuming that you have the right characters and behaviours ironed out during the interview process its essential to consider how each personality you hire will integrate into the company. All it takes is the dynamic of one person to change the productivity of an entire team. WHAT TO DO: Assess everyone before they start and know where they would be best placed within the company. Having a great dynamic team relies on people that support and challenge one another.
“Dhaling you can’t put flowers in an asshole
and call it a vase”
“Dhaling you must be nicer to the staff, especially the butler”
28
ONBOARDING Getting people interested and engaged is usually not hard at the beginning. But somewhere around the third month when they think the probation is over is when they really start to see the company what it is. They call this period the end of the honeymoon phase. Millennial staff especially are very aware of this phase and will quickly axe a job in search of greener pastures if the role is not stacked up to what was sold to them in the first place. It is therefore essential to have a program that people can adopt and grow with. Learning and development is essential and training can be ongoing throughout the life span of the role. People like to know that they will get as much as they will give.
GETTING THEREWOTCULTURE.COM is a terrific way to assess and learn about the values and personality of a team member before they start with you. The free assessment can be taken by any organisation and each person can identify with 8 different culture cats. Once you know what cat a team member is , you can create your own games to engage their personal culture. The fun begins when teams of tigers take on a pride of lions to demonstrate loyalty to the brand and increase productivity.
WHAT TO D
O:
Culture is
built by
the people you hire
and the te
ams th
ey
are most l
ikely to
be productive in
. If
you treat p
eople like
assets, t
hey’ll treat
your company lik
e a
resource and you will
end up with
a bunch
of back sta
bber’s.
GAMIFICATIONOnce new recruits start you must keep the game alive for all staff. Learning about the companies values and what it stands for is one thing, practicing it is another. And unless you run a small business you will find it hard to be everything to everyone.WHAT TO DO: Create a game of making people uphold the values of the organisation. Put people in teams to keep the games going and let each team get some sort of bonus prize for demonstrating the honouring of the values of the
company in some way or form. Have a trophy that can be
won by the team or even activate a team bonding
exercise on a daily basic level.
29
Front
SIDE A LEARNING AND DEVELOPMENT MODEL
MY EQUIPMENTIS DIALED.MY BODY IS
READY.AND MY MIND.ENGAGED.
GO FASTER - WORK HARDER
LEARNING ON THE FLY
The saying that we never stop learning is an adage that many people are likely familiar with. What is perhaps less well known is where our cumulative knowledge and life lessons are typically gathered from.
Fundamentally, learning takes place through a combination of both formal and informal situations and through our interactions with others.
In the context of personal development and todays demands for professionals to become more effective in their vocations, the 70:20:10 model provides a simple, effective and widely used model for culminating formal training and education, coaching and mentoring interactions and every day experiences into how we can become better at doing what we do.
While Interpretations of the 70:20:10 model vary somewhat, general consensus provides an accepted definition that 70% of the lessons learned by successful managers and leaders are gained from the experiences found in on the job training and stretch situations while 20% is obtained from exposure to coaching and mentoring interaction and 10% is gathered during education and formalised training programs.
Application and Implementation
The application of the model is wide spread and used by many local and global corporations and government departments. Nokia, SAP, Earnst & Young, Price Waterhouse Coopers, KPMG, Del, Oracle, HP, Sony Ericson, Morgan Stanley, NAB, Westinghouse, Caterpillar, Coca-Cola, L’Oreal, Maersk,
MODEL CHOICE
70:20:10Creating TALENT
Jeremy StewartWE HAVE TO CONTINUALLY BE JUMPING OFF CLIFFS AND DEVELOPING OUR WINGS ON THE WAY DOWN. OTHERS HAVE SEEN WHAT IS AND ASKED WHY. I HAVE SEEN WHAT COULD BE AND ASKED WHY NOT.
WKDSTUFF
30
GlaxoSmithKline, Princeton University, the Australian Federal Government and countless others have acknowledged their use of the model in varying guises.
According to a study by Deakin University, application and implementation spans a broad range. One company studied used the 70:20:10 model informally as a guide for employee development while another company applied the model as their guiding metaphor for all organisational development activities.
What is important to note is that the model provides flexibility and can be tailored to suit the widely varying situations and requirements of modern and traditional organisations and business models. Specifically, the ratios are not rigid and can be moulded to suit the requirements of a variety of situations.
For example, industries dominated by trade apprenticeships may require an increased focus of classroom education and on the job training in order to first establish the core skills needed and then hone and ingrain those skills though practical application.
In comparison, industries requiring high levels of creativity and innovation may preference higher ratios of exposure to mentors, coaches and reflection on role models and reduced time in classrooms.
Whatever the case, effective application relies on customising any L&D model to take into account the specific requirements of the organisation, the resources available, the industry and the desired outcomes.
Benefits and Challenges
One of the key benefits of the model is that it provides an anchoring point for acknowledging that learning and development comes in many forms. This anchoring point can lead to higher levels of member engagement through the realisation that personal development is happening all around.
Further, managers and supervisors can be encouraged to become more involved in developing direct reports through their involvement in coaching, mentoring and general interaction with employees as they go about their daily duties and stretch targets.
What is not clear however is how to best measure the return on investment and the impact of such programs. Further, not all managers in an organisation may be competent in the coaching and mentoring aspects that account for the proposed 20% of learning and development.
Added difficulties may also include gaining buy in from key stake holders such as Human Resource and Learning and Development departments.
These challenges are not unique to the 70:20:10 model as many other L&D initiatives are often accompanied by challenges in measuring their effectiveness. Regardless, the consensus is that the benefits far outweigh the challenges.
Blended Learning Every Day
The 70:20:10 model, or indeed an iteration of it provides an effective framework for developing and integrating a true blended learning approach for organisations, employees and individuals alike.
What’s more, it provides some clarity on where we gather our cumulative knowledge from and allows users to expand their perspectives on how they can continue to learn from not only formalised training, but from interactions with others and from every day activities to become more effective professionals.
TO BECOME YOUR NUMBER ONE PRIORITY.
LEARNING ON THE FLY
EDUCATION
10 %
70 %
EXPOSURE
EXPERIENCE
20 %
On the job training with daily tasks, assignments and job rotations
Interactions with coaches and mentors. Observation of role models
Formal education and training
31
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33
Bad role models can be good
JEREMY STEWART MBA,GAICD, JP.QUAL
According to the ExpertsWhat do I want to be? Where do I see myself in one, five, ten year’s time? What is my plan on how to get there? What role models can I follow and look to for guidance?
These are no doubt questions that many of us have asked at varying points but perhaps what we rarely
consider is, what do we not want to become and who do we not want to be like? These can be equally important questions.
An understanding of what we do not want to be and acknowledging lessons from negative role models can help us understand our goals and aspirations, elevating us to a higher level in a similar way positive goal setting and role models do.
Early in my sales career, I regularly had business dealings with the employees and the owner of a construction company that by all accounts, was run by a real tyrant. Not once did I hear a positive word mentioned about the owner.
The owner was rude and abusive to his staff, employee turnover was high, and despite the owner driving an expensive new Jag, he regularly skimped on buying the right equipment for the workers to do their job efficiently, which created great resentment.
What stuck with me was how the actions and behaviours of this owner negatively affected everyone around him and I vowed that I would never be like that.
When we work and interact with negative role models, we often observe undesirable traits or behaviours that we distaste personally. Arrogance, rudeness, uncaring, manipulative, the list goes on. These traits often strike a deep cord with us as they conflict with our values of say humility, politeness and sincerity; traits that are commonly found in our chosen
positive role models. Because these negative behaviours and traits strike a deep cord with us, they can leave a deep impression on us contrasting strongly against what we value, and may lead us to become more in tune with what we value and aspire to be. Perhaps even clarifying and challenging our visions for ourselves when we experience what we think we want to be, but don’t like it when we see it in others.
I am far from suggesting that we all adopt and follow negative role models and pay credence to their arguably undesirable traits and behaviours. Rather, anti-role models and negative experiences can and do play a part in keeping us on track to reaching our dreams and aspirations.
Several studies suggest that we can learn as much, if not more from negative role models and challenging experiences than we do positive ones.
Across a series of studies conducted at the University of Waterloo, Lockwood, Jordan and Kunda found that the inspirational impact of positive and negative role models depends on the goals people are striving to achieve when they encounter these models.
They go on to say that we may be especially likely to be inspired by our chosen positive role models, who represent aspects of a desired self, when we are bent on pursuing success.
“In life, you realise that there is a purpose for every person you meet. Some will test you, some will use you, some will teach you and some will bring out the best in you.”
Similarly, negative role models, who represent a feared self, can inspire us when we are intent on avoiding failure.
The take away is that both positive and negative role models play a part in inspiring us and focussing our development.
Positive role models, individuals who have achieved outstanding success, are widely expected to inspire others to pursue similar excellence. So the Steve Jobs, Jack Welch’s and others on yours and my list of positive role models of course play a significant role in providing guidance and clarifying a vision for the behaviours we would like to see of ourselves.
Examples of bad role modelling are not always as stark as my construction company owner example. They can come from all walks, from the driver that flipped you the bird as they cut you off to that colleague who always sees the problems and negatives in everything.
Similarly, we encounter positive role models who aren’t necessarily famous. Later in my career, I had the opportunity to observe and learn from what many people consider a great leader. Despite their positional power at the top of the organisation, they regularly spent time at the coal face, knew the names of the hundreds of employees and exhibited many of the behaviours and traits that are essential for being perceived a great leader; trustworthy, authentic, honest, transformational and so forth.
It was a fantastic learning experience and I endeavour to model much of their behaviour.
Role models, both positive and negative are all around us. Keep your positive role models and learn from them, but be prepared to learn the occasional lesson from the anti-role models that breeze in and out of our lives.
34
PR
OSP
ERIT
Y C
AFE
SIMILARLY, NEGATIVE ROLE MODELS, WHO REPRESENT A FEARED SELF, CAN INSPIRE US WHEN WE ARE INTENT ON AVOIDING FAILURE.
35
hen many of us think of credit history, credit scores, or credit ratings, financial loans are often the first things that come to mind.
While financial lenders are known for their regular use of credit checks, did you know that employers are also starting to perform credit checks on their new hires? They are and if you are looking for a career change, this may have a negative impact on your ability to obtain the job of your dreams.
When it comes to employment and credit checks, you are either concerned or not concerned at all. If you have a poor credit score, you may be unsure as to whether or not you should even apply for certain jobs. In the past, many financial institutions and insurance companies required credit checks, but now more and more employers are starting to do the same. In fact, if you are looking to work in a fast food restaurant or even as a stocker at one of your local supermarkets, there is a good chance that you may still have a credit check performed on you.
If you are interested in avoiding all jobs that check your credit, you will want to keep a close eye on all of the applications that you fill out. Many employers will outline their hiring practices, such as whether or not credit checks are performed, on their job applications. If you are not filling out an application, but rather sending in a resume, you may be able to find what you are looking for one the company’s website, should they have one. If you are still coming up empty handed, you should be informed of all credit checks before they are performed.
Although your first impulse, as mentioned above, many be to avoid applying for jobs where your credit will be checked, you may want to rethink your decision to do so. What you need to remember is that more and more employers are starting to check the credit history of all new hires. By avoiding these types of companies, you may seriously hinder your ability to get a new job. Instead, there are a few steps that you may want to take and these steps are outlined below for your convenience.
If you are currently employed and just looking for a career change, you may want to consider holding off on that career change. Until you are able to repair your credit, even just a little bit, you may want to refrain from apply for new jobs, especially those that will check your credit. What many individuals do not know is that if you pay off only a couple of your debts, your credit rating will improve. When looking for new employees to hire, employers are realistic. They know that they will rarely be able to find employees with perfect credit scores.
WORK RELATED CREDIT CHECKS How to Handle Them If You Have a Poor Credit Score
Many great ideas go unexecuted, and many great executioners are without ideas. One without the other is worthless. If you do what you always did, you will get what you always got.
BY AZHAR KHAN
w
CREDIT CHECKS ARE BEING DONE
PAYING OF DEBT HELPS TO REPAIR
36
Great minds discuss ideas. Average minds discuss events. Small minds discuss people.
EMPLOYERS ARE SEEKING TO UNDERSTAND YOUR FINANCIAL HABITS
CREDIT CARDS ARE THE BIG CULPRITS
PAY YOUR DEBTS AND WIN
THERES ALWAYS A SOLUTION
That is why any improvements that you can make, no matter how large or small, should help you.
Although controversial, there are many who state that you should openly discuss your credit history with potential employers, especially if they ask you about your credit or ask you to okay a check on your credit history.
If your debt is due to an unexpected emergency, like a medical emergency, you may want to state so. As previously mentioned, most employers are realistic; they know that not everyone is perfect. Of course, you will want to take every step to improve your credit, but having a good, verifiable excuse may help your case. If you have a poor credit rating, you really don’t have that much to do lose, do you?
The above mentioned points are all points that you will want to take into consideration, when encountering a company who wants to check your credit. In some countries it is against the law to ask for such information. Be prepared to answer this question with a firm but tentative response that does not imply the interviewer is an idiot for asking. It may just be a screening question to see how you handle confronting situations. Especially if you are applying for a role in finance. Employers tend to think of their companies as their babies and as one owner put it. “Why would I entrust my multimillion dollar business to someone that isn’t a millionaire themselves. If they can’t handle their own finances, why in the world would I think they would be any good handling mine?”
37
Some of the benefits of mentoring include:
• Becoming a standout• Leadership abilities• Working smarter, not
harder These benefits may sound simple, but when you translate it in real life, you can definitely feel that mentoring is one of the best options to succeed in your career. Mentoring is actually a two-way relationship and both the mentor and the protégé will learn something from the mentoring program. Primarily though, mentoring programs are designed to enhance the capabilities of the protégé.
At the start of any mentoring programs, both the mentor and the protégé are encouraged to clarify their
goals and expectations from the program. They need to create a well-designed plan and follow a specific course of action. There are a lot of cases wherein the mentoring program far exceeded the expectations of the protégé because the program provided the following as well:
• An insiders realistic perspective on his career goals and progress
• Clearer understanding of his career plans
• Exposure to varied experiences and perspectives
• Access to powerful sources of information
• Access to resources within the industry
• Greater knowledge about yourself and your goals
• A wider network of
Mentoring programs establish the self-confidence and the self-
assurance of a protégé who uses it as a tool for personal
and professional development. There are certainly many
benefits you can expect from joining a mentoring program
because you will learn from someone who has the
necessary experience to coach you on what you have to do.
How Mentoring establishes Self Confidence
By Paul Cohen
BU
SIN
ES
S
Never just look at one great company or mentor. You don’t
want to be tainted by one persons view. Especially if they
turn out to be a bad apple.
contacts• Identification of any lacking
skill that is required for career advancement
• Establishment of a foundation for a lasting professional career
• Access to a support system during the critical stages of your career growth
• But the mentor would not be able to do everything for you; you need to help yourself as well. You need to do this by listening to the mentor’s ideas and suggestions, try implementing these suggestions if you feel that these can help you in your career. It is also essential for you to listen to the feedback of others especially the opinion of the mentor during this critical time so that you can adjust to the situation accordingly. In addition, you should have set realistic expectations from what you hope to achieve from the mentoring program because it is difficult to have impossible goals and then expect the mentor to help you
achieve these objectives.• You likewise need to have the
willingness to learn and adapt to the different situations you might be facing at work. The mentor is simply the person you should count on for advice and suggestions about the path you should take.
Mentoring should not be seen as the easy way out; rather, it should be seen as a tool that will help you grow further in your career and on your personal life. And these objectives are only possible if you learn to believe in yourself and know that you are capable of doing great things in your life. Mentoring programs can help you reach this state and once you are at this point, it would be inevitable for you to enjoy the fruits of your success.
As you can see, while the mentor will provide you with guidance during the mentoring program, your success is entirely up to you.
38
Wellness in the workplace?
We spend roughly one-third of every day, five days a week in our workplaces.
And if you have a desk job, then that’s a lot of time to be sitting down. With this sedentary lifestyle it’s important that we create healthy habits that not only get us through our work hours but also create lasting benefits so we can enjoy the other two thirds of every day.
When we talk about being well, most people think of diets and food and whilst food plays an important role, it’s not the only part of the wellness puzzle. Wellness encompasses nutrition, physical health and mental health. And all three are important to create wellness.
Food is designed to sustain us. We have to eat food to survive, to keep our bodies and our brains active and alive and yet most of the time we eat food that causes our brains to fog and our bodies to feel lethargic. After a tough day you might feel you want a pick me up. Sometimes the easiest thing to grab is a coffee or a snack from the vending machine, however, these are more likely to have the opposite effect of what you really need.
One of the biggest reasons for poor food choices is tiredness. Most people know what to do to be healthy. Most people are aware of the foods that make their body feel alive and those that make their body feel drained. And yet so many people will still choose the poor food choice. Why? Because they’re tired, or it’s easier (because they’re tired and it’s too hard to put effort into thinking about good food choices).
The best ways to be prepared is to make extra dinner the night before and take it to work with you. Prepare
extra meals when you have some free time and freeze them so you always have something on hand, ready to reheat. And know in advance what you’re planning on eating so you always have the best food ready to eat. If you haven’t done any food planning before it can be difficult to prepare for a whole week, so break it down. Be prepared for two or three days, or even one day if you’ve never done it before.
If you love to have something sweet, then be prepared and find something sweet that will satisfy you.
Some of my favourite sweet snacks are:
• a banana sliced down the middle and filled with peanut butter,
• dates filled with almond butter, • chia puddings with fresh fruit
Some of my favourite savoury snacks are:
• seed crackers topped with avocado or hummus
• rice paper rolls• falafels with spinach dip
These can either be prepared ahead, or take the ingredients with you to work and prepare it on your break.
Whilst you probably can’t be working out during work time (unless you work at a gym) it’s important to do some physical activity every day. Early morning walking, running or gym sessions can set you up for a successful healthy day. If the morning is not for you, then head out after work for your exercise. Knowing that you still have to work out can help you watch out for those cravings and not give in to them.
POSTURE - Self esteem and lack of confidence is linked to physiology
39
Posture is really important
in everything we do. Bad
posture can lead to lethargy
and tiredness. One of the
best and easiest ways to ensure good
posture is to find a wall. Stand with you
back against it, on flat feet but as tall as
you can.
Press your heels, legs, back, shoulders
and head into the wall and hold it for
about thirty seconds. Then walk away
keeping the same posture. Try and hold
that posture whilst you walk. Repeat
this as many times as you can each day
and soon you’ll begin to notice how
much straighter and taller you are,
without the hunched over shoulders
that too much computer work can
bring.
Something as simple as good posture
can help with your wellness at work.
Straight posture allows you to breathe
more deeply and with every breath
you are getting more oxygen into your
blood stream. More oxygen means
more energy and more energy means
more life, self esteem and confidence.
If you invest great posture into your
life and energy, you’ll create alignment
in your workplace by linking your
physiology to your wellness you’ll bring
the best out in yourself.
By Amanda Attard - www.sweetsandgreens.com.au