PPD | Pettit Pharma & Device Search

Preparing for the Fair Work Legislation Amendment: What the 'Right to Disconnect' Means for Your Business

wow@shazamme.com (Default Author) — Sun, 14 Jul 2024 23:31:06 GMT

The Australian landscape of work-life balance is set to shift significantly with the introduction of the Right to Disconnect . This amendment to the Fair Work Act (effective August 26, 2024, for non-small businesses and August 26, 2025, for small businesses) empowers employees to switch off and prioritise personal time outside of working hours.

Given the fast-paced and demanding nature of the Pharma & MedTech industries, these new laws might seem daunting to your business. To ease the transition and foster a healthy work-life balance while keeping up with the demands of everyday operations, we’ve compiled some helpful information and strategies your business can implement to prepare for and integrate the Right to Disconnect effectively.

Understanding the 'Right to Disconnect'

The 'Right to Disconnect' was introduced by the Federal government through the Closing Loopholes Bill No. 2. It grants employees the right to switch off and refuse to monitor and respond to work-related communications outside their working hours unless it is unreasonable for them to do so. This right extends to various forms of contact, including calls, texts, emails, and workplace messaging systems such as Teams, WhatsApp, and Slack.

Key Aspects of the Legislation

Effective Dates:

For businesses with 15 or more employees: August 26, 2024.
For small businesses (fewer than 15 employees): August 26, 2025.

Employee Rights:

Employees can ignore work-related communications during unpaid personal time.
Employers can contact employees after hours but cannot demand responses unless it is unreasonable for employees not to reply.

Existing Agreements:

Employees who already have a stronger right to disconnect in their relevant awards, enterprise agreements, or employment contracts will retain the existing right.

Dispute Resolution:

Disputes should first be raised and discussed in the workplace.
If unresolved, disputes can be escalated to the Fair Work Commission for potential Stop Contact Orders.
Failure to comply with stop orders may result in penalties.

Determining "Unreasonable" Refusal

The Fair Work Commission will assess whether an employee's refusal to respond outside of work hours is considered "unreasonable" by considering several factors:

Nature of Contact: Urgent issues impacting patient safety or critical business operations may fall under reasonable contact.

Method of Contact: Urgent situations might justify calls or texts, while everyday matters can likely wait until working hours.

Level of Disruption: The potential consequences of delayed response will be weighed.

Compensation: Employees compensated for on-call duties or overtime might have a higher threshold for "reasonable" after-hours contact.

Employee Role & Responsibilities: Senior executives or those with critical on-call roles may have different expectations.

Personal Circumstances: Family emergencies, health issues, or pre-existing commitments should be considered.

Preparing Your Business for Compliance

To ensure your business is ready for the Fair Work Legislation Amendment, consider the following steps:

Review and Update Policies

Examine your current communication policies and update them to reflect the new 'Right to Disconnect' rules. Ensure all employees are aware of their rights and the company's stance on after-hours communication.

Communication Training

Train managers and HR professionals on the nuances of the new legislation. Emphasise the importance of respecting employees' personal time and the conditions under which after-hours contact may be deemed reasonable.

Clarify Roles and Responsibilities

Clearly define roles and responsibilities to determine when after-hours communication is necessary and reasonable. Establish guidelines for what constitutes an emergency or urgent situation that justifies after-hours contact.

Implement Technology Solutions

Use technology to manage communication boundaries effectively. Set up automatic email replies indicating non-availability during off-hours and use scheduling tools to delay non-urgent messages until regular working hours.

Monitor and Evaluate

Regularly monitor the effectiveness of the new policies and make adjustments as needed. Conduct surveys or feedback sessions with employees to gauge their experience and address any concerns.

Dispute Resolution Mechanism

Establish a clear internal dispute resolution mechanism to handle any issues related to after-hours communication. Ensure that employees know how to escalate unresolved disputes to the Fair Work Commission if necessary.

Implications for Recruitment and HR

For HR professionals and executives in the medtech and pharmaceutical industries, the 'Right to Disconnect' legislation presents both challenges and opportunities:

Attracting Talent

You’re able to demonstrate your company's commitment to work-life balance and compliance with the 'Right to Disconnect' to attract top talent. When advertising for roles, be sure to highlight flexible working conditions and respect for personal time.

Employee Retention

Through this legislation, you can better foster a supportive work environment that values employees' personal time. To actively demonstrate this support, recognise and reward employees who manage their work-life balance effectively.

Performance Management

When it comes to managing performance in line with these new changes, look to shift the focus from availability to productivity and outcomes and encourage employees to manage their time efficiently during working hours.

Wellbeing Initiatives

As part of a wider wellbeing program, integrate initiatives that support employees' mental health and work-life balance. For example, you could offer programs that help employees manage stress and prevent burnout.

The Right to Disconnect: A Positive Step Forward

The Fair Work Legislation Amendment's 'Right to Disconnect' is a pivotal change for businesses in Australia. As a leading recruitment agency specialising in the medtech and pharmaceutical industries, we’re urging our clients to proactively prepare for this legislation.

By updating policies, training staff, and fostering a supportive work environment, you can ensure compliance and enhance your company's reputation as an employer of choice. Embrace this change as an opportunity to promote a healthy work-life balance, ultimately leading to happier, more productive employees.

If you’d like support with navigating this changing workplace landscape and building a future-proof recruitment strategy, get in touch with the team at PPD Search today.

Understanding Psychosocial Hazard Management

wow@shazamme.com (Default Author) — Thu, 27 Jun 2024 03:41:49 GMT

In this webinar we will cover:

What are psychosocial hazards?
What is included in the new regulations and what does this mean for employers?
Where to start in your psychosocial hazards management journey.
Who should be involved in your organisations approach.
Types of control measures.
Case scenarios and examples.

This webinar is for leaders who need to understand how to manage psychosocial hazards at work according to Australian law and create a culture of safety and care for employees. In January 2024, 42% of Australian business leaders said talent acquisition and retention is their biggest issue. Current employees are crucial, but it's equally important to show you care about your people to attract future talent.

Unlocking Success: The Imperative of Diversity, Equity, and Inclusion in Hiring Practices

wow@shazamme.com (Default Author) — Thu, 13 Jun 2024 06:18:00 GMT

As part of the recruitment industry, I can't emphasise enough the importance of diversity, equity, and inclusion (DEI) in hiring practices. It is crucial to build a fair and equitable workplace as this is a significant driver of innovation, creativity, and overall company success.

Embracing diversity involves acknowledging and appreciating the distinct perspectives, experiences, and backgrounds that each individual offers. This not only cultivates a more inclusive environment where everyone feels respected and appreciated but also encourages a broad range of ideas and problem-solving approaches.

Equity aims to guarantee fairness and impartiality in how all employees are treated, irrespective of their backgrounds or identities. It recognises that different employees may have unique needs and circumstances and therefore focuses on implementing policies and practices that promote equal opportunities for recruitment, hiring, promotion, and compensation.

Inclusion requires intentional efforts to cultivate a feeling of belonging and unity among all employees, regardless of their differences. It goes beyond mere representation, aiming to ensure that each individual feels welcomed, accepted, and valued for who they are.

Why Diversity, Equity, and Inclusion Matter

Innovation and Creativity: Diversity of thought, background, and experience breeds innovation. When individuals from varied backgrounds collaborate, they bring fresh perspectives that can result in unique ideas and solutions.

Attracting and Retaining Talent: In today's competitive job market, top talent seeks out inclusive workplaces where they feel valued and respected. Employers who practise DEI have wide advantages in talent access, fill rates, and attraction. It not only attracts diverse talent but also encourages employee loyalty and retention.

Better Decision-Making: Diverse teams are better equipped to make informed decisions. By considering a variety of viewpoints, organisations can make more thorough and effective decisions.

Enhanced Customer Insights: Inclusive workplaces are better aligned to understand and serve diverse customer bases. Employees from different backgrounds can offer valuable insights into customer needs and preferences, leading to improved products and services.

Financial Performance: There have been far-reaching changes in the business environment over the past few years, yet companies with diverse leadership teams continue to be associated with higher financial returns .

So, how can companies ensure their hiring practices are truly inclusive? Here are some strategies:

Unbiased Job Descriptions: Ensure job descriptions are free from biased language and requirements that possibly discourage certain individuals from applying. Use language that focuses on the skills and qualifications necessary for success in the role.

Varied Sourcing Platforms: Expand your recruitment efforts to reach a more diverse pool of candidates. This might involve posting jobs on platforms specifically designed for underrepresented groups, collaborating with organisations advocating for workforce diversity, or launching focused outreach campaigns.

Structured Interview Processes: Implement structured interview processes that are designed to minimise bias and ensure a fair evaluation of candidates.

Diverse Interview Panels: Whenever possible, involve a group of interviewers from different backgrounds in the hiring process. This not only helps to eliminate bias but also sends a powerful message to candidates that your organisation values diversity at all levels.

Transparent and Inclusive Decision-Making: Ensure that your decision-making processes are transparent and incorporate input from all stakeholders. Keep candidates informed at every stage of the process and provide feedback regardless of the outcome. Encourage open dialogue and feedback from employees to continually improve your hiring practices.

Diversity Training and Education: Offer diversity training and education programs to employees at all levels of the organisation. This can help to raise awareness of unconscious biases, enhance cultural competence, and therefore create a more inclusive workplace culture overall.

Supportive Policies and Practices: Implement policies and practices that support diversity and inclusion, such as flexible work arrangements, parental leave policies, and employee resource groups. Creating an environment where everyone feels supported and valued is key to attracting and retaining a diverse workforce and will prevent attrition.

Diversity, equity and inclusion not only help employees to thrive but also lead to stronger, more resilient organisations that are better equipped to meet the challenges of today's global marketplace.

Time to take action!

At the heart of every successful organisation lies a commitment to diversity, equity, and inclusion. Now is the time to take actionable steps towards creating a more inclusive workplace. By implementing unbiased hiring practices, fostering a culture of belonging, and supporting every employee's unique needs, we can drive innovation, attract top talent, and make better decisions for a brighter future.

The Importance of Effective Recruitment in the Pharmaceutical and Healthcare Industries

wow@shazamme.com (Default Author) — Thu, 23 May 2024 06:33:41 GMT

Getting your hiring and retention strategy ‘right’ is something that most organisations would consider important but if we look at pharmaceutical and healthcare recruitment, there’s certainly some unique factors to consider in industries like ours. Whether it’s safeguarding public health and ensuring the wellbeing of millions across Australia, managing regulatory changes or rapid industry advancements – recruitment plays an even more pivotal role. But with complexity, comes challenges.

Why recruitment is important in the pharmaceutical and healthcare industries?

We know effective recruitment can reduce costs in the long run, enhance your employer brand and most importantly, create a competitive advantage over others in the space. But in the pharma and healthcare industries in particular, your recruitment practices are influenced by so many additional factors.

It drives innovation

From ground-breaking medical devices to revolutionary treatments, innovation drives progress and improves the standard of care in the long-term. For employers in this space, it means identifying and attracting individuals with the creativity, expertise, and drive to push boundaries – creating a culture of innovation that ultimately, improves patient outcomes and enhances the lives of Australians.

Uncompromising standards

When it comes to pharmaceuticals and healthcare, there's zero room for error. Every role, from medical device sales to clinical staff, must be filled with individuals who can not only do the job well, but those who are 100% committed to meeting the safety and ethical standards the industries demand.

Patient-centric care

With every decision ultimately revolving around the wellbeing of patients, a deep-seated commitment to patient-centric care is non-negotiable within most roles in the pharmaceutical and healthcare industries. This means not only assessing candidates' technical competencies but also their empathy and ability to thrive in high-pressure environments where patient outcomes hang in the balance.

Evolving technological landscape

Advancements in technology are revolutionising pharmaceutical and healthcare practices, from precision medicine to telehealth. As we adapt to innovative new technologies in areas like AI, cybersecurity, and data science, the demand for professionals with tech skills has surged in recent years.

Common Recruitment Challenges

The complexity of our industries means there’s often a few more hurdles to face when hiring in pharma or healthcare. Some of these include:

Regulatory compliance - This one speaks for itself. With all the regulatory frameworks and regulations that organisations must abide by, there are a few more hoops to jump through, not to mention keeping up with the many regulatory changes that occur.
Specialised skill sets – when you think about the niche roles we work on, it’s no surprise that organisations are often met with talent shortages - creating significant challenges when it comes to attracting and retaining your best people .
External threats - when you think about our ageing population and the emergence of new health threats, we continue to grapple with so many issues that are putting more strain on our healthcare industry.
Competition for people – adding to the scarcity of talent is increased competition thanks to the growth of the pharma and healthcare industries, something that has become even more prominent post-COVID.

How Can PPD Search Help?

Despite all the challenges of recruitment, it’s not something you need to tackle alone. Partnering with a specialist pharmaceutical and healthcare recruitment agency can often be the key to navigating the complexities of our space, from sourcing top-tier talent, reducing long-term costs and enhancing your employer brand.

Working exclusively across the pharmaceutical, medical device, med tech and digital health industries, PPD Search has been supporting employers for almost two decades. To discuss how we can support your recruitment efforts, reach out to the PPD Search team .

The Art of Approaching Passive Candidates

wow@shazamme.com (Default Author) — Thu, 23 May 2024 06:16:37 GMT

The success of the Digital Health, MedTech, Healthcare, and Pharmaceutical industries hinges on attracting and retaining the best minds. Groundbreaking research, the development of life-saving treatments, and the creation of cutting-edge technologies, medicines & medical devices all depend on a skilled and passionate workforce.

Due to the highly specialised nature of these sectors, companies in Australia and New Zealand face unique challenges in finding top talent. Sourcing candidates for roles, including executive search, in this area requires a strategic and nuanced approach, and this is where effective talent acquisition strategies, like engaging passive candidates, come into play.

The Power of Passive Candidates

A significant proportion of the workforce in high-skill industries consists of passive candidates—those who are not actively seeking new job opportunities but are open to compelling offers. According to a LinkedIn Global Talent Trends report, passive candidates represent about 70% of the global workforce. Engaging these candidates effectively is crucial, as they often include the most qualified and experienced professionals in their fields.

These candidates tend to carefully consider their options before making a move, ensuring that the new role is a significant improvement over their current situation. This often results in better alignment with the new company’s culture and goals, leading to longer tenure and greater mutual satisfaction.

Why Focus on Passive Candidates?

The specialised nature of the Digital Health, MedTech, Healthcare, and Pharmaceutical sectors means that the expertise required is often specific and advanced, and active job seekers may not always meet the unique skill sets required for cutting-edge projects and roles. Passive candidates, however, often possess the desired competencies and experience but may require more persuasion to consider a change.

Passive candidates are often those who have reached a level of comfort and competence in their current roles, which typically translates into high qualifications and valuable experience. They are usually well-integrated within their current organisations and are achieving their career objectives, which means they are not looking actively for change. This level of contentment and achievement makes them highly desirable prospects, as they bring proven skills and stability.

How to Recruit Passive Candidates: Effective Engagement Strategies

Approaching passive candidates requires a carefully nuanced strategy. Here are some of the key considerations and steps that we recommend:

Research & Personalisation

Understanding the candidate's current role and the industry they are in is essential. This information allows for a tailored approach that addresses the candidate’s potential professional desires and how your opportunity might align with their career trajectory.

Acknowledging their background and outlining clear opportunities for further growth or impact within your organisation to make your offer particularly compelling, is necessary.

Building Relationships

Successful engagement with passive candidates often depends on establishing trust and rapport over time. Regular communication that offers value and insight into the industry can position your organisation as an attractive potential employer.

Keep in touch through professional networks, regular updates about developments in the industry, and invitations to industry events to help build a rapport and keep your company top of mind.

Highlighting Opportunities for Impact

Candidates in healthcare are often driven by the desire to make a difference. Highlight how your role offers the potential to impact patient care, innovation, and the advancement of medical technology & drug development.

Emphasise the direct link between their work and its outcomes, such as improving patient diagnostics, developing ground-breaking therapies, or enhancing healthcare delivery systems. Demonstrate through examples or case studies how previous employees have made tangible impacts, reinforcing the meaningful nature of the work in your organisation.

Overcoming Internal Recruitment Challenges with External Expertise

If you have, or are part of, an internal recruitment and HR team, the pressure to deliver within these high-stakes industries can be overwhelming. Limited resources, the high cost of hiring mistakes, and the rapid pace of technological advancements add layers of complexity to the recruitment process.

This is where specialised healthcare recruitment agencies add value:

Expertise & Networks

Executive Search & recruitment firms specialising in the Digital Health, MedTech, Healthcare, and Pharmaceutical sectors offer a distinct advantage due to their extensive expertise and vast networks within these highly specialised fields.

They have a thorough understanding of the market's intricacies and trends, enabling them to be aware of the evolving demands of the industry, such as emerging skill sets, regulatory changes, and technological advancements that could influence hiring needs.

Extended Reach

Recruitment professionals have tools and techniques at their disposal to discreetly reach out to passive candidates who may not be accessible through conventional channels or job boards.

They may already have or can establish meaningful connections with these passive candidates, adopting a personalised approach that not only expands the candidate pool but also ensures a higher likelihood of engaging top-tier talent who are genuinely interested in exploring career advancements within your organisation.

Strategic Partnership

Working with a specialist healthcare recruitment agency can give you access to strategic advice on crafting appealing employer value propositions and navigating the complexities of the employment market in these industries.

Talent advisors in healthcare recruitment agencies know exactly what top candidates in the industry value most in potential employers, from innovative project involvement to benefits and work-life balance. They also offer insights into competitive salary benchmarks and other compensation strategies that can make your offer more attractive within the labour market.

Let the Numbers Do the Talking with PPD Search

Since 2006, PPD Search has placed over 4,000 people in permanent and contract positions in Digital Health, MedTech, Healthcare, and Pharmaceutical companies across Australia and New Zealand. Scoring 97% in our client satisfaction survey, we are confident that we can help you find and place the best candidates for whatever positions you need filled across all job families and our search offering deploys a technology platform based on scientific, evidence-based, objective assessment.

As one of the top Digital Health, MedTech, Healthcare, and Pharmaceutical search and recruitment agencies in Australia, we leverage years of expertise to redefine the landscape of talent acquisition & retention strategies. Our commitment goes beyond traditional methodologies, as we embrace cutting-edge approaches and a technology platform designed to propel our clients toward hiring talent to meet strategic imperatives for critical revenue growth.

If you’d like to learn more about how we can help you source the best passive candidates in Australia and New Zealand, get in touch with us today.

The Key to Retaining Top Talent

wow@shazamme.com (Default Author) — Wed, 24 Apr 2024 06:09:53 GMT

When it comes to retaining your best people, often the difference between low and high turnover comes down to employee engagement. This is something that’s influenced by almost every part of a person’s experience in your workplace, whether it’s the way they are rewarded (both extrinsically and intrinsically), communication, meaningful work or even the daily commute. While it’s impossible to avoid attrition altogether, engaged employees are more productive, more loyal and more likely to stay with you in the long run.

Why retention matters?

Hiring the wrong person is costly – not just from a financial perspective, but the impact on your culture and brand can be significant:

Recruitment and training costs – lost time and investment throughout the recruitment and onboarding stages, as well as having to do it all over again to recruit a replacement.
Loss of productivity and morale – are colleagues having to pick up the slack? Bad hires can often create a domino effect, increasing staff turnover as a result.
Brand reputation – if the role is outward-facing, the impact can go beyond the walls of your business, damaging relationships with external stakeholders too.

In most cases, you’ll find the true cost being roughly 3.5x their annual salary. To find out the true cost of your bad hires, use our calculator here.

Creating a culture of engagement

Creating a loyal, engaged workforce means taking proactive steps at every stage of the employee lifecycle… don’t leave it to the exit interview to find out what people really think! It’s worth remembering that employee engagement is a continuous process that can be improved and iterated over time.

Open communication

Transparency. While there’s always certain things that are on a need-to-know basis, promoting open communication throughout your business is critical to employee engagement. Think about how day-to-day announcements and news is shared in your organisation. You’ll probably find that once is never enough for messages to sink in. From people being on leave, or messages going in one ear and out the other – overcommunication is key (e.g. using internal communication tools such as Slack/Teams to reiterate key messages) This becomes even more important during times of change – where anxiety and reluctance to change can easily create barriers for leadership teams.

Feedback loops are also important here. From onboarding to exit, collecting feedback at every stage of the employee lifecycle will help inform you on those areas that are working perfectly, and any aspects of employee experience that need attention. But asking for feedback is only half the battle. Without action, it’s meaningless, so keeping your people engaged in the long-term means ensuring any feedback is analysed and acted upon (within reason). It’s important to note that this isn’t a one-size-fits-all solution. While some will prefer to use 1-1s with managers, others may prefer to vent anonymously through the likes of employee engagement surveys. Don’t forget to check review sites (such as Glassdoor).

Growth opportunities

Growth goes beyond simply moving up the ladder. From the development of new skills to career changes and mentorships, every one of us is on a different journey, each with different wants and needs. For organisations, that means working with your people at an individual level – what do they want to achieve in the next one, two or five years? What’s needed for them to excel in their current or future roles? Is there a case for external training? Asking yourself these questions, and then putting a plan in place is the perfect recipe for helping your people to engage (and excel) in their jobs.

Recognising employee achievements

As humans, a sense of recognition for what we do in our day-to-day roles is only natural. But we’re all motivated in different ways. While some may be motivated by monetary rewards, for most, it’s rarely just about money. Our people want to feel valued and heard – not just from colleagues but leadership too. It all comes down to feedback loops we discussed earlier. What channels could you use internally? From setting up a ‘shoutouts’ channel within your internal communications platform to establishing more structured recognition initiatives, it’s all about highlighting those people who are regularly going above and beyond.

The bottom line

From boosting morale and lower recruitment/training costs, to more internal promotions and stronger customer relationships, the impact of retention goes far beyond just who stays and who goes. To discuss your employee retention strategy or other recruitment advice, have a chat to the PPD Search team – recruitment leaders across the med tech, med device, pharmaceutical and digital health care industries.

Fair Work Australia- New Legislation from 6/12/23 regarding Fixed-Term Contractors.

wow@shazamme.com (Default Author) — Fri, 26 Jan 2024 12:38:46 GMT

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PPD Search Webinar – Future Proofing Your Leadership Skills

wow@shazamme.com (Default Author) — Mon, 22 May 2023 07:47:00 GMT

Future Proofing Your Leadership Skills

In this webinar we covered ;

Guess who’s about to be poached?

wow@shazamme.com (Default Author) — Wed, 20 Jul 2022 01:09:00 GMT

With redundancies sweeping through four pharma companies so far this year – mostly affecting commercial teams – device companies desperate for sales reps are ready to snatch top pharma talent.

PPD Search Managing Director Elizabeth Pettit, who has specialised in the Australian pharma and medical device recruitment space for 17 years, said although commercial roles are diminishing they are still an integral part of the industry.

“Certainly, I think there are less sales roles in pharma than ever before, however, for sales reps who can demonstrate their worth and achievements, there are opportunities,” she told Pharma in Focus .

“If pharma reps want to transition to medical device sales, this is the time, as many device companies are desperate for people in sales.

“Research is key here – knowing why they want to transition and what they can offer over a long-term device rep.

“Maybe it’s a fresh approach, pharma companies usually train their people very well, they are disciplined in their sales tactics and execution, if they can articulate all of this and be confident about what they can deliver, this is the chance to move across to medical devices.

“However, they need to make sure they know why they want to be in medical devices and have a strong proposition as to why they should be hired by a device company and how they will address any gaps going from pharma to devices.”

In March, Biogen shed staff as part of a global restructure. Novartis is currently doing the same on instruction from global head office, while Pfizer and AstraZeneca have both recently shown sales staff the door.

Pettit said she doesn’t believe the sales rep is dying but they need to upskill and demonstrate their ability to pivot to the new way of selling, particularly in the area of digital engagement.

“Companies are changing the way they promote, market and sell medicines to doctors,” she said.

“I speak to many leaders in the industry and they tell me that they now look for sales reps with strong technical skills to ensure they are comfortable talking to doctors virtually, being able to get their message across on video to continue to influence prescribing habits.”

People Retention Webinar- Do you have an effective strategy in place for retaining your organisation’s top talent?

wow@shazamme.com (Default Author) — Mon, 04 Jul 2022 05:24:00 GMT

The “Great Resignation” morphs into “The Great Retention”

As “The Great Resignation” morphs into “The Great Retention” across all industries, including in the Life Sciences sector, attracting candidates in this immensely competitive market is becoming more and more challenging.

Watch this webinar for some valuable insights on how you can improve your employee retention, and why this is so important in today’s job market.

Contact us for more information on your retention strategy and how we can help.

Looking for your next job in Medical Devices or pharmaceuticals?

Search medical device jobs or submit your resume today to connect with one of our specialist recruitment consultants.

Looking to fill a medical device or pharmaceutical role? Submit your vacancy here.

Medical Device Webinar | PPD Search

wow@shazamme.com (Default Author) — Thu, 19 May 2022 04:08:00 GMT

Medical Devices

Some of the topics we covered in this webinar, were around;

-How should sales reps approach their customers in the new norm in the hospital environment?

-Given that most hospitals will be aiming to minimize the traffic going in and out, what can you do to meet hospital expectations and comply with their requirements?

-The level of activity expected for elective surgery, in and around the theatre environment, and the differences between each state, NSW, VIC, QLD, etc.., providing case support/education in theatre, taking into account social distancing

-What can companies like Civica offer in terms of digital platforms to enhance medical device companies’ service delivery to hospitals

-What can medtech/device companies be doing to provide the same level of service they were pre-COVID, now in the new norm, what hospitals will expect in relation to digital platforms?

Our Panelists:

-Lynne Simpson, Group Procurement Manager, Australia – Ramsay Healthcare

-Lloyd Adams, CEO – Hurstville Private Hospital/Healthecare

-Martin Baker, VP & Managing Director ANZ – Boston Scientific

-Jaylea Strauch, President – Getinge

-Margot Morton, ANZ Sales Manager – Civica, (Civica Health is the global leader in healthcare software providing innovative solutions to meet the challenges of the health industry in improving patient care)

Looking for your next job in Medical Devices?

Search medical device jobs or submit your resume today to connect with one of our specialist recruitment consultants. Looking to fill a medical device role? Submit your vacancy here

The Employee Lifecycle

wow@shazamme.com (Default Author) — Thu, 19 May 2022 03:56:00 GMT

The Employee Lifecycle

In this webinar, we discussed the Employee Life Cycle and the factors that influence decision making and behaviours of candidates, new employees, existing employees, and departing employees. We discussed the concept of a “Culture of Excellence”, Talent Attraction, Attachment, Connection, Detachment, and Post Employment and how primary carer behaviour is inescapably the most significant influencer on the emotional bonds formed and sustained by your people.

Anthony Sork, is a recognised thought leader in employee emotional bonds and their impact on behaviour and performance. Anthony has changed the way organisations understand and impact “engagement” across their workforce. He has worked with organisations across all industries, many in the pharmaceutical and medical device sectors, supporting them to better understand, measure, and manage the emotional bonds of their people across the employee life-cycle.

Contact us for more information on how to understand, measure and manage your employees’ engagement within your business.

Looking for your next job in Medical Devices or pharmaceuticals?

Search medical device jobs or submit your resume today to connect with one of our specialist recruitment consultants.

Looking to fill a medical device or pharmaceutical role? Submit your vacancy here.

Maintaining Culture, Engagement and Mental Health | PPD Search

wow@shazamme.com (Default Author) — Thu, 19 May 2022 03:43:00 GMT

Maintaining Culture, Engagement, Collaboration and Mental Health

In this webinar, we are joined by a senior HR professional, outside of industry, to get a different perspective. I think we all thought we would be back to normal within a few months, however, with things changing daily and with the view that we might be stuck in these conditions for the longer-term, this HR thought leader will share with us valuable insights that will be around the following;

• Maintaining employee engagement remotely, for the longer term.

• Maintaining a positive culture remotely, for the longer term.

• Maintaining collaboration even with most of us working from home, for the longer term.

• Implementing changes now for the long term, to benefit employees and the organisation.

• What can we do about employees struggling to cope and their mental health?

• What strategies can help us recruit and on-board new people effectively?

We will hear from Monica Watt, Chief Human Resources Officer for ELMO Software, an HR, Payroll and Rostering, Time & Attendance Software Solutions Provider. Monica has over 10 years’ experience in compliance and HR roles and is responsible for optimising business performance through innovation and people engagement and elevating team performance through innovative leadership.

Monica has a broad range of experience in leading organisational transformations, driving large scale growth, talent acquisition, leadership development and succession planning. Monica will share with us her experience within the ELMO family and what she is hearing through her extensive network, including interesting data around the points mentioned above.

Contact us for more information on how to find, hire and retain good talent.

Looking for your next job in Medical Devices or pharmaceuticals?

Search medical device jobs or submit your resume today to connect with one of our specialist recruitment consultants.

Looking to fill a medical device or pharmaceutical role? Submit your vacancy here.

Future of Clinician Education

wow@shazamme.com (Default Author) — Thu, 19 May 2022 03:06:00 GMT

Future of Clinician Education

Recently, we’ve noticed there seems to be an appetite for some creative ideas on how to keep up with customer education and what is key to establishing a consistent learning platform when travel and access are limited compared to what they used to be. Over the past year, clinician education has adapted from primarily a face-to-face experience into a remote or hybrid learning experience. Technology has made it possible for pharmaceutical and medical device companies to stay connected from anywhere while opening up new possibilities for delivering impactful education and training in support of the safe and effective use of products and solutions.

In this webinar, we discussed the future of clinician education with our panelists who shared how their organizations are doing right now and what education strategies and ideas their people are using to engage with their customers.

Contact us for more information on your retention strategy and how we can help.

Looking to fill a medical device or pharmaceutical role?

Submit your vacancy here

Are your people strategies working in the new world of work?

wow@shazamme.com (Default Author) — Wed, 30 Sep 2020 14:00:00 GMT

Are your people strategies working in the new world of work?

Many of you, in pharma & devices, shared your thoughts around what you would like to see on future webinars, so we have been structuring future webinars around what people have primarily been requesting. Our most recent webinar was held on 30 ^th September 2020, where we discussed the latest trends in talent acquisition, primarily around Candidate Attraction, Connection & Retention, we covered the following;

We heard from;

Contact us for more information on how to understand, measure and manage your employees’ engagement within your business.

Looking to fill a medical device or pharmaceutical role? Submit your vacancy here.

Benefits of hiring Temporary and Contract Staff

wow@shazamme.com (Default Author) — Tue, 25 Aug 2020 00:00:00 GMT

New Title

In an uncertain world, it is often beneficial for companies to hire temporary or contract staff rather than permanent employees. This can provide your organisation with more flexibility, faster fill rates, and a reduction in permanent headcount costs.

Hiring temporary or contract staff makes sense, whether your company is looking to change direction or needs to respond to growth or a downturn in business. Over a short-term period, hiring contract and temporary staff to bridge gaps can be more economical.

Your company may need experienced, trained people across a variety of areas fast, and as an experienced temp and contract recruitment provider, we stand ready to help you fill your temporary and contract staffing needs.

Let’s look into the advantages of hiring temporary and contract staff more closely.

1. Provides flexibility

Taking on temporary and/or contract staff, and relinquishing them when no longer required, places your company in a better position to adapt to this change. Hiring more staff during times of economic growth will help you take full advantage of better times. However, releasing them during times of less economic activity is easier, cheaper, more convenient, and less morale-destroying for other employees.

2. Reduces hiring time and expense

Hiring new staff can take time. Knowing where to advertise, whom to target, and how to select the right person is crucial to your company’s development. This takes valuable time and can be an expensive process. Consider hiring a temp or a contractor when you need another pair of hands quickly to save time and reduce stress on your permanent employees.

3. Adds fresh ideas and new skills

The hiring of temporary and contract staff to cover gaps will not only help guide your company through a volatile employment market, it may also inject fresh ideas into your organisation. Temps and contractors are usually used to picking up tasks fast and, given they have often worked in numerous cultures and environments, usually demonstrate some level of resilience and the ability to deliver within a short timeframe, and they may add valuable skills and expertise that you previously may not have had access to.

At PPD Search & PPD People, we specialise in temp, contract & permanent recruitment for the pharmaceutical, medical device, and healthcare industries throughout Australia and New Zealand. We provide permanent, temporary, and contract staff for all job functions.

Founded in 2006, we have built a reputation in the industry for excellence and reliability. Like to hear more about how we can help you with your temporary, contract, or permanent staffing needs? Please contact us here for more details.

How is Social Media helping the recruitment industry?

wow@shazamme.com (Default Author) — Wed, 11 Dec 2019 00:00:00 GMT

There is no denying that social media can be used for anything these days. For businesses, job seekers or recruiters, social media has been an insightful tool and it has undoubtedly changed and helped the recruitment industry in many ways.

Every business needs to establish their employer branding. A few months ago I attended a presentation by Mark Puncher, CEO of Employer Branding Australia , who talked about what employer branding is all about. He pointed out the obvious that being honest about a company’s employee value proposition is what will make a difference and how they leverage their social media presence to drive thought leadership and convey their business’ purpose is a good way to showcase their culture. If a business has a positive social media exposure, candidates who look them up can have a better idea of what kind of company culture they have. According to a whitepaper published Robert Walters, almost 70% of job seekers use social media to capture a glimpse of an organisation’s culture. They look for more information about the organisation either on the website or on their company social media page as these may offer more staff information, photos, events, etc.

Everyone can find detailed information about a candidate, a hiring manager or a CEO who will be doing your interview. For candidates, social media can help them prepare for that interview with a hiring manager. They can check for mutual professional connections, gain insight on how the interviewer communicates through their social posts, their physical appearance so they recognise the interviewer as soon as they see them and be able to give a strong first impression. All this information helps them better prepare for an interview. For recruiters, a candidate’s LinkedIn profile would have career history and educational background. This information backs up their resume details and organisations they might mention they are affiliated with. It provides authenticity to the details they have included in their resume as well as their cover letter.

Anyone who is about to meet someone for the first time can now go on social media and do a little bit of research about the type of person they are. When candidates find information about the company they want to work for or when recruiters find talent for roles they need to fill, often times, they look on social media and see if their interests match. Also, the majority of the workforce now come from Millennials and Millennials are very social. Attracting a generation of talent on social media makes so much sense than it will ever be. There is a lot of transparency on social media accounts and this gives everyone an insight into a company’s or a candidate’s hobbies allowing each person to evaluate if they have a mutual cultural fit.

How to avoid these common mistakes before applying to job ads posted by recruitment agencies

wow@shazamme.com (Default Author) — Tue, 01 Oct 2019 00:00:00 GMT

May Villaruel | 1st October 2019

After enough contemplation as to whether or not you should quit your job or if you’re currently not employed and you thought it’s time to go back to a corporate environment, you finally come to a conclusion and tell yourself, “Yes, let’s see what opportunities are out there and start applying for jobs!”

For whatever reason, quitting your job or looking for your dream role after your current arrangement will always be challenging. Majority of the time, you will look for a job and accept an offer before actually handing over your well-written resignation letter to your boss (for those of you who are employed) unless you are leaving to take some time off to do soul searching or just because you want to travel the world.

Now, before you hit that APPLY button on that job ad you just read, we’ve come up with a list of common mistakes that you may not realise you’re making before actually applying and sending your CV. This would save you and the recruitment agency consultant a lot of time and effort before stepping up the recruitment process ladder.

When you have made a decision to look at opportunities out there, the first thing you should pay attention to is your CV. Apart from updating your current work experience, make sure your email, phone number and address is updated. There is nothing worse than missing a call from a recruitment agency trying to calling you on a phone number that no longer exists. Check for spelling and grammar mistakes in your CV as well. If you need advice on how to update your CV, read this, THE RESUME THAT WILL LAND YOU THAT DREAM JOB

If you are a just a few weeks away from a vacation that you’ve already booked, apply after the vacation. If you hit APPLY now and go on leave and then you get an email invite for an interview but you are overseas, you might miss out on the opportunity. While you’re sipping one cocktail at a time on a remote island, the recruitment agency would have interviewed other candidates and would have endorsed them for a client interview who might potentially land that job.

A lot of the times, you’ll find very long job descriptions, benefits, qualifications and directions in a job ad posted by recruitment agencies. They include all these details in a job ad based on the job description provided by the company they are representing. All this detail is very important so you can evaluate your skills and knowledge against the job requirements. If the company is looking for someone very specific and you missed that bit where it said “3-year experience using XYZ CRM is a must” and you had applied, you will be wasting your time. It helps if you make notes against each job requirement and identify areas you’re knowledgeable and skilled at. Make a self-assessment of your skills against what the role requires and then make the decision to apply. Some of the ads would also include requirements such as having working rights to work in Australia, must be a resident of a specific state or permanent residents only.

A generic cover letter that talks about your work experience may sound efficient as you can send this to any job you apply for but it doesn’t really address the key qualifications of every role. Tailor-fitting your cover letter is beneficial as it serves as a checklist for yourself and the recruitment agency that you tick all their boxes. Remember, if you are applying from any job board, your CV and cover letter lands on someone’s inbox along with hundreds of other applications. A cover letter that stands out will separate you from the rest.

Some people apply to all job ads posted by a recruitment agency without realising or checking that they may not be fit for every single role and when the recruitment consultant calls about one of their application, they don’t remember the job ad the recruitment consultant is calling about as they just clicked apply to every role posted. This item ties in a bit with number 3. Applying for another role that you think is suitable for you that was posted by the same recruitment agency is normal but applying to all jobs like joining the lottery is not right.

Sometimes people want to know what opportunities are out there but they are not 100% sure of what role they really want. When faced with a question from the recruitment consultant, e.g., “What made you interested in this role?” or “What is it about the role that you like?” and they say they’re not sure, it completely contradicts the whole point of applying. It would be better if you are 100% positive that this is the role you want and 100% decided that this is the next career move you’d like to take. Here’s a piece of career advise article that might help you.

Some recruitment agency clients prefer anonymity. You would only know the name of the company they are representing usually during the initial phone screening. As soon as you find out who it is, please be honest if you have applied directly or do not apply directly after finding out who they are. If you do, the recruitment agency will not be able to represent you as a candidate as this affects the client’s and recruitment agency’s agreement. Businesses seek assistance from recruitment agencies because they are experts in finding the right talent for the roles they want to fill; they have the right network and database and they give you free advice on how to be prepared for that potential client interview.

How will your organisation stand out amongst your competitors?

wow@shazamme.com (Default Author) — Mon, 23 Sep 2019 00:00:00 GMT

By Elizabeth Pettit | August 2019

In the last 12 months, my colleague, Rachel Tonkin and I attended the annual RCSA Recruitment Conference, along with approx. 300 of our recruitment industry colleagues, primarily senior consultants, leaders and owners of recruitment organisations, both big and small. We heard from industry experts from around the world and locally, who talked about social, economic and political trends in relation to the future of the workforce and attracting talent, along with some well-known celebrities, (for want of a better term), who shared their amazing stories of strength and courage against adversity and how we could apply this to our businesses. We heard from Layne Beachley (one of the most amazing speakers we have ever seen), Magda Szubanski, Andrew Banks, Barry Asin, a leading authority on workforce solutions worldwide, Greg Savage, a recruitment industry veteran with over 35 years’ experience, who regularly speaks at staffing conferences around the world, and many more incredible thought leaders in this area. The key message at the conference was loud and clear, the workforce is changing dramatically, the future looks very different and companies need to be ready for the challenges that lay ahead. I wanted to share the key take-aways and some other tips in this blog;

This was no surprise to us, we see this every day and endeavour to educate our clients on why they have to move fast, they have to have a strong EVP (Employee Value Proposition), they have to treat candidates with respect, they have to give timely feedback, they have to make quick hiring decisions, you can’t wait for “someone better to come along”, if you have a good candidate hire them, it seems client expectations are on the rise and no one is often good enough. We see companies taking 6 months to fill jobs because “maybe there is someone better out there”. What is the opportunity cost of leaving open vacant positions? One of the first things candidates ask us, after “what’s the salary?”, is how long has the position been vacant? Think about a house being on the market for too long, we ask “what’s wrong with it?”, it’s exactly the same with jobs being vacant for too long, no matter which way you frame it, the candidate is suspicious.

We constantly get asked “do you have anyone on your database/books for this job?”. These days are long gone. We don’t have pools of immediately available talent anymore. We interview for the roles we are currently working on, as interviewing random candidates in case a role comes up is a waste of time, as if they are good and placeable, they will land a job within weeks, or they will already be in the interview process with numerous organisations and by the time we may have something for them, they have landed another role. Candidates don’t hang around on agency databases, they are savvy, informed, active, they know what they want and they know how to get it, they know they have the upper hand when it comes to landing a job, they know they are in demand. We recently spoke to a potential candidate who we approached on LinkedIn, he said “you are the 6 ^th agency to contact me this week about 6 different jobs”.

We recently heard a story of an agency who refuses to send CV’s to their clients, they refer candidates to their clients, make recommendations as to why the company should interview them and act as a true recruitment partner, they “consult” with their clients to get the best outcome. One of their clients has placed a few people through them who have been very successful hires. The company said if they had seen their resumes’ they would never have agreed to interview them, so are very grateful that they listened to their recruitment agencies advice. We too work this way and hope that maybe one day we too won’t have to send resumes so companies can shortlist our already qualified and interviewed shortlist. Does this pose the question, how relevant is a CV in the future?

Pay people what they are worth. Don’t offer less on the base salary than what they are currently on. Living in Australia is expensive, borrowing for a mortgage, for example, isn’t based on what they might earn in bonus/commission, it’s based on their guaranteed income. It makes candidates feel under-valued, not a great way to start a relationship with your new employee. If you don’t offer them what they are worth there will be numerous companies that will.

Finally, don’t multi-list jobs with numerous agencies, it sends candidates the wrong message. We see companies with their own ads online, an internal resource headhunting people on LinkedIn and then 3 agencies working on the job, the candidate is confused, they ask “why would they need to do that?”, how important do you think the candidate thinks the job is with numerous people working on it, exclusivity intimates uniqueness, something special, something not available to everyone, isn’t that how you would want to see your positions and company viewed? Uniqueness has value in it. We are all fishing in the same talent pool and it’s small, candidates, especially good ones are in jobs already, we have full employment in Australia, skilled people are employed, so think about your recruitment strategy and what message it sends to the market. Agencies DO NOT prioritise non-exclusive jobs, like all sales organisations, they focus on where they will get a return on their investment in time, effort and money. Multi-listing job orders with numerous agencies is a resume race, it is which agency can get you the candidates resume the fastest, engendering a very poor quality process. Candidate ownership is always an issue for companies and agencies, we see it every day, so clearly that demonstrates how small the market is for talent. Work with one agency for, we would suggest, 4 weeks, give them time to perform a quality process and have them focus on the outcome of finding you the best people, not “oh these people will do as we have no time to conduct a proper search or interview anyone properly as the other 2-3 agencies might get their resume to the company before us”. Aren’t people your best asset, aren’t they going to give you a competitive advantage? So implementing a strategy based on speed not quality outcomes makes zero sense. Multi-listing jobs does not get you more candidates and if it does, I guarantee the quality is poor or the selection criteria hasn’t been addressed.

I hope you gleaned some insights on all this information, I know this is a long blog so I am hoping you managed to read it all. As you can probably tell, I am passionate about the topic of candidate attraction, engagement and retention and working as a true recruitment partner not just another flicker of resumes. The time of disruption is here, everything in the world of work is changing. It’s certainly overwhelming so I believe thinking about addressing talent acquisition strategies should start now. If you would like to speak to me about this or working with us as a candidate or client get in touch, https://www.linkedin.com/in/pettitelizabeth/

Have you embraced Flexible Working hours?

wow@shazamme.com (Default Author) — Thu, 12 Sep 2019 14:00:00 GMT

Flexible Working hours for employees flexible schedule

Why Your Feedback is Important to Us

wow@shazamme.com (Default Author) — Wed, 28 Aug 2019 00:00:00 GMT

Declining a job offer – gracefully.

wow@shazamme.com (Default Author) — Fri, 23 Aug 2019 00:00:00 GMT

By May Villaruel | August 2019

I still remember the first job offer I accepted when I was 18. I just said yes without having any second thoughts, started working immediately a few days later and about 2-3 months down the track, it turns out the company is operating in the country illegally and the owner had fled the country which led to a strike against the other business owners who were still there. If I knew what I know now, I would have turned that offer down, applied to other job opportunities and waited for the right offer or, in that situation, the right company.

Saying no to a job offer after multiple interviews is like turning down an exclusive relationship after multiple dates. It is never easy. It is important to be prepared and think about how to approach the task with care as you don’t want to burn bridges. You will never know when you might meet the same hiring manager in the future, right?

Now that I work with a healthcare recruitment agency in Sydney, I gathered some information on how to say no to a job offer. If done professionally, hiring managers will understand. Good communication is key. Here are a few things to keep in mind when declining a job offer.

If the offer is better than your current job but something doesn’t feel right, think about the pros and cons. Write it down if you must and make sure that you are making the right decision. Weigh up your options carefully because once you say no, you can’t change your mind. Also, writing everything down will help you with your explanation as to why you are saying ‘no’ before letting the company know.

A lot of time and effort is spent on making a job offer for the right candidate. Showing your appreciation means a lot to hiring managers and it doesn’t only show them you’re being grateful but at the same time, professional. Recruitment agencies and hiring managers know a lot of people – you want to leave hiring managers with a good impression of you by being appreciative and professional when you decline an offer.

It could be because you are applying for another role with another company and you prefer their offer or if it is because it’s not the salary package you expected, be open to discussing this with the hiring manager. Be honest, concise and tactful about why you’re saying no and maybe say something along the lines of “I hope we can keep in touch if another opportunity arises in the future”.

Mention your thoughts about the role – the positive aspects. This is a good chance to communicate positive feedback for the hiring manager and should help them in the future. Sincerity goes a long way and again, you want to leave a positive impression.

You’ll never know when you will come across the same hiring manager/company in the future and you’ll never know who they know. If you applied for a role at pharmaceutical recruitment agencies or dedical recruitment agencies in Sydney, it’s a small world and word gets around. Always express your gratitude towards everyone who were part of your interview process when you get the chance and offer to refer other candidates you may be aware of who might be suitable for the role.

As you develop your career, you will be able to pick up issues or red flags throughout the interview process even before reaching the offer stage. Making the right career decision is crucial. Take the time to reflect on the career path you want to take, refine your search and make sure to weigh up your options.

Questions to ask at Interview

wow@shazamme.com (Default Author) — Sat, 30 Jun 2018 00:00:00 GMT

BY RACHEL TONKIN

Something I think we have all been guilty of in the past is forgetting that interviewing candidates for a job vacancy is a two-way street; not only are the individuals in the company assessing the candidate, but also the candidate is assessing whether the company, culture, position, manager, and so on, is going to be the right fit for them. This is just one of the reasons that it is so important for you as a candidate to ask insightful questions in the process.

Not only do questions help the candidate assess whether the fit is right, but it also shows the hiring manager that you are very thoughtful, can present in a professional manner, are committed and have done thorough research. All of which are very positive traits to have and will have you on the way to getting that offer.

My advice is to think of about 10 questions that you would like answered when you go for an interview, some of these questions might be answered through the conversation, so make sure that you are listening throughout as it isn’t a good look if you ask a question which has already been discussed earlier in the interview. My second pice of advice is to try and create an open conversation in the interview and ask these questions naturally throughout the meeting at appropriate times; sometimes this isn’t possible, in that case there is nothing wrong with bringing a list with you to go through at the end, in fact this shows you have done your research and are highly engaged and interested in the position!

Some of the best questions to ask come from research you have done, for example:

Questions NOT to ask at interview:

Hopefully these tips will help you to land your next role by further verifying if the role is right for you, whilst coming across as insightful and professional.

Interview preparation tips to ensure the right move

wow@shazamme.com (Default Author) — Sat, 03 Feb 2018 00:00:00 GMT

BY RACHEL TONKIN

The number one reason we hear from our candidates who want to leave a role within the first 12 months of a new job is that:

“ the company/role does not align with what I was sold at interview”.

Now this is obviously a huge problem, not only for the candidate who is in a role they aren’t happy with and is now having to look for another job in such a short time, but of course also the employer who probably won’t see a return on investment in the employee until around the 18 month mark*. This is why it is not only important for the employer to ask a lot of questions to the candidate in the interview process, but also vice versa.

The traditional interview process is designed not only for the employer to assess the potential candidate, but also for the candidate to assess whether this would be the right move for them. We encourage all of our candidates to do as much research as they can on the company before an interview, and this goes past just having a browse on their website.

Here are some tips of actions you can take when researching your next career choice:

These are just a few ways in which you can research into the company you are interviewing for, and from here you will be able to formulate many questions to ask the potential employer in order to qualify if this is the right position for you. Not only this, but it also shows the employer that you have thoroughly researched, know your stuff, and have done your due diligence; these can all only be positive things!

Through this research, this will ensure a much more thorough and honest conversation at interview for both the prospective employee and the hiring team, therefore allowing the exchange of more genuine information about the position and hopefully reducing the risk of the company/role does not align with what I was sold at interview.

*Data suggests that the average time for a new employee to be making a positive contribution to the business is 18 months, taking into consideration the loss of revenue during the hiring and training process; time manager spent interviewing, the role being vacant; the training time etc.

Humility vs Arrogance – assessing in the hiring process

wow@shazamme.com (Default Author) — Sat, 23 Sep 2017 00:00:00 GMT

BY RACHEL TONKIN

Recently I interviewed a rookie candidate, just graduated, with no industry experience. He told me that he would be awesome at the job, would be the best, he would be great at anything he put his hand to. I have to say, his confidence was impressive and he certainly said all the right things of how he would achieve this, but what he lacked was humility .

Not only in sales, but across the board, I think humility is highly linked to emotional intelligence and this is something which is incredibly hard to teach (often it is innate). Often a lack of humility can also lead to arrogance which is a trait which most people don’t warm to very well (I am sure you will agree). When hiring your team I think it is important to assess these traits, not only for team or culture fit but also in relation to your customers and what personalities they like to deal with.

So how do we assess this at interview? I have collated some questions which I think will allow you to tease out humility vs arrogance to help you build the best team you can!

Hopefully these questions are helpful in your next hiring process and help you to find the next member of your team.

Humility (noun) – The quality of having a modest view of one’s importance.

The resume that will land you that dream job

wow@shazamme.com (Default Author) — Sun, 04 Jun 2017 00:00:00 GMT

BY RACHEL TONKIN

With an average of 118 applications per job, you can imagine recruiters and hiring managers go through many hours of reading resumes every week. To make sure your resume gets the attention it deserves here are some top tips to help create the perfect CV. You may think some of these tips are simple or common sense, but you would be surprised at the slap dash approach many job seekers take; assuming their skills and experience alone will get them their new role. This is often your only chance to make a good first impression, you must make sure you get it right first time!

Impact

You may be surprised that the average time spent reading a resume a first time to determine fit for a role is just 6 seconds. This statistic is obviously not true for every recruiter out there, but to be sure your resume gets past that 6 second glance you need to make sure the key points that are relevant to the job you apply for can be clearly seen. That means having a clear and concise layout with easy to navigate headings, plainly stating your recent employment and highlighting your achievements relevant to the role you apply for.

2-4 pages max

Speaking for probably every recruiter out there, please don’t send us a 15 page story of your employment history (believe me, it happens a lot!). All good recruiters will interview you before representing you to any company, this is the chance to expand further on your experience and skills for the job. Make sure the key points are listed on your resume and not every intricate detail. 2 pages should be enough to get this across, if you are really struggling to fit everything on two pages go for 4 maximum.

Is it relevant?

When writing a resume, keep asking yourself “Is this relevant to the job I am applying for?” . If the answer to this question is no, then it probably doesn’t need to be there. If you are applying for an Executive Manager role, you don’t need to list that you worked in a bar during your twenties whilst you studied, however that Bachelors of Business you studied for is important. Keep it simple and concise to keep the reader’s attention.

Achievements, facts and figures

I cannot stress enough how important achievements on your resume are. Whatever industry you are in, or role you are applying for, your achievements from previous positions will be hugely important to your new employer. “Past behaviour is a predictor of future behaviour” , I am sure many of you have heard this saying before and it is a part of our human nature; hiring managers want to see your previous achievements because it is an indicator of what you may do in the future.

Personally I recruit for many sales roles, in this instance sales people should be specifying their sales results in facts and figures and be as detailed as possible. If you can list that you achieved “110% to target for the last 3 years (with a $3m dollar budget), and was sales person of the year 2015 out of 44 reps nationally” , this will catch the eye of any recruiter or hiring manager much more than “won sales person of the year 2015”. The more detail here the better!

Cover letter

One big mistake I see every day is people who write a “one size fits all” cover letter and send it out to every role they apply for. If you don’t have time to write a cover letter for every application then simply don’t send one, or call the recruiter as your introduction instead. I cannot tell you the amount of times I have seen a cover letter stating “my interest in your Pharmacist position” when in fact they have applied for a Pharmaceutical Sales position and the first “key skill” listed on their resume is attention to detail!

Contact details

Many people don’t touch their resumes for years when they are happy in a role and then 10 years later when they are ready to start a job search they just add in their recent employment history and away they go. There is nothing wrong with this approach however please always check that your contact details are correct and up to date. If you apply for a position, chances are you are hoping to be contacted for that role soon. If you have dusted off that old resume that is 10 years old you may have a new phone number and email address, make sure you can be contacted for that perfect role!

Spell check

This seems like a simple one but I don’t mean to run a spell check across your document. Read through your resume word for word TWICE and have someone triple check it for you. Microsoft Word’s spell check function is a fantastic tool, however it does have its limits. Did you know it won’t spell check anything written in capitals? And of course, it won’t correct typos that are actual words i.e. you may mean to write through instead of threw but spell check doesn’t know the difference because they are both correct spellings of a word.

Your resume is your first chance to impress, so make it count. I hope these 7 points can help you secure that interview and be on your way to landing that dream job.