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Are you tired of jumping through hoops for your employer without reward or recognition?
Do something Different! The exciting new recruitment solution for employers and jobseekers alike maxiom
Regular Features Page 2: A Quick Word Page 32: In the Spotlight Page 28: Learning & Development
Special Features Page 6: The Biggest Mistakes Job Applicants Make Page 8: Things You Should Know Before the Job Interview Page 12: Sales & Marketing Jobs That Will Disappear Page 16: Interview Questions You Should Be Prepared For Page 26: Ever Wondered Why You Don’t Get a Job Through a Recruitment Firm?
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Articles Page 18: Why Multi-generational Teams are Best Page 20: Train & Retain Page 22: How to Hire the Best Employees For Your Business Page 24: Getting the Most From Parttime & Casual Employees Page 30: How to Hire & Nurture a Culture of Profitability Page 36: How to Hire Employees That Fit Your Brand Page 38: Choosing the Right Career Page 44: Siimon Reynolds New Business Venture - The Fortune Institute - How he is Now Teaching Others How to Become Successful
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A QUICK WORD with Mark Matthews
Welcome to the October edition of Careers Magazine! In this issue we look at some of the things jobseekers can do to improve their chances of landing that perfect job and why many people never receive a response from recruitment firms and what to do about it. Welcome to the October issue of Careers Magazine Online. Thank you for taking the time to read our online publication. We hope you find this magazine interesting and informative. This month we take a look at some of the biggest mistakes job applicants make and offer some really neat solutions. We also look at the things you should know before the job interview and what questions you should be prepared for. With a changing business environment and the Internet taking over more of our lives we look at some sales and marketing jobs that will soon disappear. There is a great artlcle on Leadership styles and and why leadership programs don’t work. There is also some timely information on training that does build leadership capability.
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We expose some of the secrets of recruitment agencies and how to beat them at their own game in an article jobseekers will definitely want to read, especially if they ever wondered why they don’t get a job through a recruitment firm? We’re also introducing a section called “In the Spotlight” where we take a look at an outsource business, entrepreneur or service. This month we take a look at Casual Careers - a business specialising in placing educated professionals in part-time careers, and qualified and competent people to complete or manage short or long term projects. We also talk to Joanne Solis of integrated OHS, HR, Recruitment & Training provider Building Up Consulting Joanne is a regular contributor about issues relating to Occupational Health & Safety.
For employers there is some innovative information on getting the most from part time & casual employees and a great article on how to find the best employee for your business. This month Kristin McNicol also talks about finding employees that create value to your business in her article about “how to hire profitability”. We also take a look at how to hire staff that fit your brand and the cost of not training your staff. There is also information about some of our recommended providers ....and a few ads, which are definitely worth reading! In fact they are really cool! And if you hadn’t noticed, on the next page there’s some information about our range of online magazines which you subscribe for FREE. Enjoy the magazine and until next month keep safe and cheers for now.
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Subscribe for Free. Maxiom Online Magazines 11 Different Titles Covering Many Interesting Aspects of Business, Marketing, Franchising, HR & Recruitment, Construction, Green Business plus more....
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Careers Magazine | 5
THE BIGGEST MISTAKES JOB APPLICANTS MAKE Getting the basics right is the first hurdle job applicants should make sure they clear. From there getting an interview and job offer is mush easier. By Candace Davies If you have been job searching for an extended period of time with no results, it doesn't mean that you aren't skilled or knowledgeable, but it may mean that you are lacking in job search skills. Just one major mistake can eliminate your chances from the running as a potential candidate. Below, we will examine those big mistakes that job applicants make in their job search so that you can avoid them in the future. First off, do not dive into your job search by sending out resumes at random to any job sites, companies, or job ads you come across. You should start instead with a thorough self-assessment. Get to know yourself. Don't assume potential employers know how wonderful you are. It is your job in your resume and cover letter, and then in the interview to let them know this.
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Do lots of introspective work before setting out on your job search.
A good cover letter means that it is a totally separate document, not a regurgitation of your resume.
Identify what you do that you are really good at and skills you Use the cover letter to let must have and would like to potential employers find out have in your next position. more about your personality and specific strengths that you could Keep in mind that having a job is bring to their organization. not an entitlement. Be specific about what you You need to put forth the effort in could bring to the position. your job search. Identify what you do that you are Research the companies that really good at and skills you you are applying to work for, find must have and would like to out their position in the local and have in your next position. world market, what their customers think about them and For example, list specific be sure to read their latest press examples of what you have release or annual report if accomplished in the past that applicable. directly relates to what they are looking for in their candidates. Upon getting an interview, learn who the person is who is For example: increasing interviewing you, and where they employee retention, increasing fit into the organization. sales, or increasing market share. Having a strong cover letter is Tailor your resume to the mandatory. Most HR specific position you are departments and hiring applying for. managers will not look at a resume unless it is accompanied by a good cover letter.
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Generic resumes do not sell! It does not have to be overly time consuming to tailor your resume to each position.
Keep a positive attitude by giving it all you've got, surrounding yourself with a support group, and by visualizing success while you remain You can accomplish your goal by focused and committed to your eliminating irrelevant points and search. adding in others that speak to the target job's needs. Candace Davies is the owner of Cando Career Coaching and In an interview, remember that Resume Writing Service, and is you can interview the employer a Certified Resume Writer and too. The interviewer does not Interview Coach Strategist who have to do all of the asking. holds five career industry certifications. In fact, most interviewers would prefer a candidate to ask a few poignant questions as this shows them your interest in the position.
Her extensive credentials and experience make her one of the top trusted professionals in her field. She loves to write and partner with interesting individuals worldwide who want to take their careers to the next level. Visit Candace's website at http://candocareer.com to sign-up for her free weekly newsletters and receive her impeccable insider expertise to help you land your dream job quickly and easily.
Ask pointed and direct questions to decide whether your values and those of the hiring company line up. This will help you to determine whether the position would be a good fit for you or not, while at the same time drawing a clearer picture of the company and what the position entails. Remember that your ability to succeed is based almost completely on your attitude.
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Careers Magazine | 7
THINGS YOU SHOULD KNOW BEFORE THE JOB INTERVIEW Getting the basics right is the first hurdle job applicants should make sure they clear. From there getting an interview and job offer is mush easier. By J Russell You receive the phone call, 4. What are the goals and email, or text message from a expectations of a person prospective employer and the filling this position? first thing that happens is a calm elation of possibly landing that 5. How would he or she job. describe the corporate culture? Before jumping around the room or falling to your knees in thanks, 6. What are some of the current get a pen and note pad to write or perceived challenges for down a comprehensive and someone in this position? structured approach to your interview. It is wise to develop a 7. What do you and the existing employees like about the plan to execute the interview organization? without your responses appearing to be scripted. 8. Are there potential opportunities for career Write down 10 questions that advancement? you would like to ask the interviewer. The last thing the interviewer wants is a candidate 9. What are some of the pressing issues needed to be who doesn’t ask any pertinent addressed by the position? and relevant questions. Some of the questions that would be 10. How are the beneficial are as follows in no interdepartmental, supplier specific order: and customer relations? 1. How does this position relate The questions above are to the company's mission? specifically designed to discover the need from the position, the 2. How long have they sought someone to fill this position? functions required, the work environment, interpersonal 3. Why is this position vacant?
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relations, and and idea of what is needed by the firm immediately. The goal for asking these question is to have a thumbnail of what it is like to work there and to get a feel for the job itself. You may add other questions, but don't overdo it. In most cases you will not have time to get through all 10 questions, so just go for those that mix both questions about the position and the corporate culture and work environment. Try to avoid asking questions about salary unless it is not in the advertisement or has not been discussed previously. After writing your interview questions, practice the most obvious questions asked during an interview such as follows: 1. Why do you want to work here? 2. Why should we hire you over other more qualified candidates?
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3. Do you think that you would be Read the notes because they a good fit here? disclose some internal information that could be 4. Tell us a bit about yourself. beneficial during small-talk to express more of an interest in 5. How would you rate yourself the welfare of the organization. on a scale of 1 to 10 in For smaller companies, visit and respect to your ability to do read their website, particularly this job effectively? 6. What do you think your previous employer will say about you?
Make sure that you have several copies of your resume on white paper using 12 point print. Try to ensure that it is no more than two pages, filled with only relevant information that links you to the job. A rule-of-thumb would be to use
about the company, its a targeted resume that management, services and any specifically addresses a information that will help you at the position based on your skills and interview.
This distinguishes you from 7. What other skills do you have someone just looking for a job. that would enhance this positions? It is very important to review these questions because some 8. Have you been dismissed of these may pop up during an from any previous employer interview and hesitation or slow due to behavioural or ethical answers may convey a sense of issues? insecurity.
the job description.
The goal is to use resume to qualify you for the job during the interview. This does not mean to do a total rewrite from what actually got you the interview, but to offer a bit more detail.
Make sure that only the last 10 years or less are covered on the 9. How would you describe your Also, there are some resume because the other will last employment environment? organizations that use the shock usually be ignored or irrelevant. It interview tactic meaning that the is a best practice to wear a dark 10. Would any of your previous interviewee may have to arrange or grey suit or more business employers rehire you? a three-way phone call with his appropriate attire. or her past employer with the It is wise to study up on the prospective employer listening Please avoid wearing casual or organization by knowing a bit revealing clothing, it may sound in. This practice is rare, but about the organizational some companies subscribe to elementary, but it happens. structure, the names of the Chief this process. Executive Officer, Chief Besides that, make sure to get Operating Officer, and Chief Another tactic to be aware of is enough rest the night before, Financial Officer. groom yourself well on the next the situational interview where you may be put into the position day, and arrive at least 15 If it is a listed company, take during the interview with task to minutes early, make eyenote of the stock price, and pull contact, smile and be positive , be completed to show up the prospectus and annual avoid negative comments, competency and proficiency. report, found on most company Again, this is a rare situation, but because it could well be a web sites. meeting that could change your some firms use this practice. life.
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Careers Magazine | 9
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ICareers Magazine | 11
SALES & MARKETING JOBS THAT WILL VANISH There a number of factors that are changing the way goods and services are sold. The Global economy may have some impact here too, but it’s a move to outsourcing and the Internet that is making many traditional sales and marketing jobs obsolete. As business looks to outsourcing and the Internet more and more and start looking at their coststructures, they’re only going to keep certain types of sales and marketing professionals.
knowledge (how to configure a deal, how to write an order). The truth is that nobody needs a sales rep to provide information that’s easily available on the web. And nobody needs a sales rep to write an order when the customer can Two types of sales and marketing order the same product or service professionals will disappear. directly on the web. The first to go will be traditional marketers. These are the people who talk about branding all the time, buy non-measurable advertising, hold trade events that don’t generate leads, and so on.
Outsourced Managers. The drive towards outsourcing means that sales professionals are expected to be capable leaders who can manage a key area of their client’s business better then the client can do it themselves so that they don’t have to think about it.
What sales and marketing jobs will survive? There are two:
These sales professionals will be the ones that can act as if they are Marketing “Engineers”. managers inside their customer’s firms. They will not just consult or These are marketing professionals build solutions which clients even who understand statistics and don’t want anyway! These marketers have survived demographics/psychographics because the money they spend and use both traditional technology They’ll take complete responsibility needlessly has never been and Internet technology/new media for a certain function inside a measured. But times have (like email, web sites, social customer’s account and ensure changed and the new ways of networking) to generate leads. that that function is always doing business create incredible delivered on-time and on-budget. demand for accountability, so it’s Those leads may end up being only a matter of time before closed online or may be handed They will be highly professional management begins demanding over to a sales professionals, but and treated as such. They will that marketing be measured everything will be measurable and have highly developed training quantitatively and objectively, with measured. programs that will be deliver a metric tied to sales revenue and greater skills and accountability profit. These marketing professionals are over a long period. more like engineers than The next group that will face advertising executives. They’ll They will make big money, extinction is traditional sales reps think, and act, like scientists. because they’ll be critical to the whose previous success is based customer’s success. entirely upon psychological skills They’ll do real research (not focus (rapport building, closing groups) and they’ll use real techniques) and procedural mathematics and historical data to help sales groups (when needed) set forecasts and make those forecasts into a reality
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Careers Magazine |13
WHAT EMPLOYEES REALLY WANT What is the difference between what an average employer provides and what a great employer provides? The answer is not higher pay, better benefits, more extensive training, or greater opportunities. Recently I noted something at the primary school my youngest daughter attends. The percentage of migrant children is quite high. I’m not sure of the exact figure but it is nearly half in her class and would be similar throughout the whole school. In fact, some of the children had never spoken English before attending school and still don’t speak it at home or in other family situations.
In a work place setting, including some I’ve worked in, many adults including supervisors and managers, some from nonEnglish speaking backgrounds themselves, derided the appearance of some cultures, made jokes at their expense and were dismissive of their questions.
There was an exhaustive recruitment process prior to selecting the successful candidates, but on the first morning they started, the trainer (again from a non-English speaking background himself) told three African women who were wearing a Hijab, that they couldn’t start the course because of their appearance they would scare the patients.
Now this was in a recruitment Agency…a very large National one that was supposed to embrace Now you can imagine the uproar diversity!
over that one!
This disrespect for people transferred to job applicants and candidates, which should never happen.
We had delegates from the local African community, a reporter…everything but the 60 minutes cameras.
Yet it did. For example, after an information session a Somali man While the school has mandatory asked about where he should place the documentation they was uniforms, some of the students left over from the presentation and wear variations that match their the Branch Manager said, “don’t
cultural background or religious beliefs, making them stand out even more. What really struck me though was the way the school - the teachers and students - treated these non-English speakers.
I successfully sorted it out, but the company never really changed. Consequently I moved on to an employer that treated worry about the mess, it’ll still be it’s staff and clients with dignity. a lot cleaner than what you’re used to where you come from.” Which brings me to my point. As I walked away I thought, “I would never treat anyone that way.” In another case we had sent around 10 people to be trained in aged care whereafter they were guaranteed jobs.
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In many ways we are all guilty. How many times have we rolled our eyes or exchanged smirks and knowing glances. I know I’ve responded to suggestions or comments with sarcasm not just
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because an idea lacked merit but also because I wanted to show how smart, witty and insightful I was by comparison. I’m guessing you have, too.
If you make me feel stupid, especially in front of others, I will never forget. (And I’ll probably never learn from my mistake because I will only focus on how you treated me.)
Employees aren’t equal. Some Dignity is a lot like trust: Once are less smart. Some work less lost, it’s almost impossible to recover. hard. Some make more mistakes. Some simply can’t cut it and deserve to be let go.
And don’t assume pay or benefits or opportunities make employees feel valued.
Sure, those can have an impact - but treat employees with a lack Regardless, each deserves to of respect and no pay or other be treated with respect. benefit can overcome the Sarcasm, eye rolling, and biting damage to feelings of self-worth. comments shift the focus away from performance and onto the The way you treat your employees reflects on your person instead - and dignity is brand, not just as a company, the casualty. but as an employer, as a business owner, entrepreneur If you talk with me about a and community leader. mistake I made I may be embarrassed but I will quickly forget, especially if I learn from Looking the other way when a supervisor or manager lacks that mistake. respect for your employees is the same as doing it yourself in your employees eyes.
I ran into a couple of the aged care workers few months later in my local shopping centre. They made a special point of thanking me as one put it for “changing their lives”. They now had dignity and the respect of their community, not just because they had jobs, but because they were doing something that made a difference. Something that helped others retain their dignity. When I think about it, the company I worked for let us have jobs… but they did not let us have dignity.” The most important thing you provide employees is not a job it’s dignity.
One question to consider is, does this also transfer to the way your employees treat your customers?
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Careers Magazine | 15
INTERVIEW QUESTIONS YOU SHOULD BE PREPARED FOR What is the difference between what an average employer provides and what a great employer provides? Interviewers often don’t want to waste valuable time conducting interviews that leave them no closer to finding out anything useful about the people they met. So they ask questions that will give them an insight into the candidate without spending hours evaluating them Here are some artfully devious questions all jobseekers should have prepared answers for.
Question: What’s the nicest thing you’ve done for someone? "At our company, we look to hire people who are 'nice.' It's a personality trait that’s important to our company culture. The question usually catches the person off guard, and you usually get a pretty honest answer." Question: Tell me about yourself.
This can be a killer question for Question: When you finish your many and is still one of the best work, what do you like to do? ways for an interviewer to evaluate a candidate. Since it is a question The question is deliberately vague, that is often asked, it is also one in that the applicant is not told if that the interviewer would expect a the answer should focus on work candidate to have prepared and or personal activities. Workrehearsed. If the candidate is oriented applicants who possess surprised or unprepared, it tells the fantastic work ethic will give an interviewer that the candidate answer that is work-focused. For didn’t do their homework. The way example, they may talk about how the candidate presents and they ask their boss for more organizes the information is also work, ask co-workers if they need important. Well-prepared help, or find another project to candidates will have researched start. the company, analysed the job description, and organized their Applicants who are not workpresentation in a way that reflects oriented and have a lousy work a good fit between the candidate ethic will talk about personal, non- and the position or company. work activities they would do, such as eating, going out or other Although candidates say they hate entertainment, or playing with their the question, I think they should kids, family or pet." embrace it. The employer is giving them the time and space to really talk about themselves in a meaningful and convincing way."
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Question: I’m interested in learning about a time when you were at your best. What was the situation, the actions that you took, and the end result? "The candidate’s response should highlight what they consider their best attributes. If these attributes aren’t a match for what’s needed in the job, then this isn’t the right person. Also note that some interview candidates are great employees, but not interviewees. These are separate skills. For example, someone who is impressive on a first date may not necessarily make a good spouse. If the candidate struggles with providing a complete response to this question or others, the interviewer will often ask follow up questions, like ‘Were there any other actions that you took?’ or ‘What skills did you use?’ or ‘What were you thinking at that moment?’" Question: What type of reference do you think your former boss will give you when I call? It forces the applicant to answer questions from their former boss’s perspective. The applicant will want to get their two cents in before they think the interviewer talks to their boss. The interviewer gets the candidate to reveal information they might not get as candidly if they call the boss.
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Careers Magazine | 17
WHY MULTIGENERATIONAL TEAMS ARE BEST A balanced team that includes the strengths and weaknesses of all age groups gives organisations greater ability and flexibility. Multi-generational teams function better and are proven to produce better results. By Elise May With baby boomers now often living apart from their extended families, many young people have less interaction with people outside of their own age group. Until that is - they get to work, where new entrants to the workforce brush shoulders with many generations in close quarters. Conflicts naturally arise with young people being labelled lazy or self-involved, and younger staff complaining about the stodgy ways of senior team members. But despite the usual sniping and complaining, multigenerational teams actually display greater efficiency, cohesion and perform better. Every generation has its blind spots. By having a multi-generational workforce these blind spots can be avoided to a large degree. A clear example is the issue of technology.
18 | Careers Magazine
The young bulls want to have technology, technology, and more technology. The older bulls can put a quash on making the company technology based for technology’s sake. This vital tension means that essential technology will be implemented, but non-essential technology will not…at least ideally. It allows each generation to safely shine.… younger workers are more likely to take risks that can benefit the company if there is a “safety net” of older workers to catch them if they fall. Conversely, older workers can rapidly fall behind the times and be beat by competitors if they don’t keep up.
A multi-generational workforce lets each generation do what they do best, without a fear that something will be missed. This leads to greater creativity and a better flow of ideas within the company. On top of external concerns like avoiding age discrimination cases and having a broad range of employees to provide insights on a broad range of customers, multi-generational teams function better and are proven to produce better results. A balanced team that includes the strengths and weaknesses of all age groups gives organisations the ability and flexibility to achieve their business aims.
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Careers Magazine | 19
TRAIN & RETAIN DON’T, AND IT COSTS! It is a well known HR statistic that it costs an average of 2.5 times an individual’s salary to replace an employee who doesn’t work out. This includes recruitment, management time, training, termination costs and lost productivity. Hiring the right people from the beginning is vitally important.
You can save on time, infrastructure and man power. The savings will help bring about Tailoring the training to the skill an increase in your revenue, levels of your individual team leaving you to concentrate more Using a recruitment consultant members and continuing this on your business and thus who understands your business eliminating the risk of costly is a good place to start, or if you training so that each member of your team is being developed hiring mistakes or worse feel confident in running the & trained will go along way to implementing the wrong type or recruitment process yourself helping you retain the best unnecessary training.. then by all means do it! performers. Avoiding these common Once you’ve found that perfect Of course, this training should mistakes can greatly improve candidate and hired them the always be designed with the the results of your hiring process key is keeping them. future business aims of the and your business, giving you an advantage in today's In today’s market there are a lot organisation along with the career aspirations of each team increasingly competitive market. of options for talented and high achieving employees, so losing member in mind for optimum results. Outsourcing Consultants one can really hurt your business. Before Recruiting a New There are also a number of Member For Your Team, excellent outsourcing consultants Lower team morale, decreased productivity and reputation risk Consider Your Teams Skills who can analyse your business to provide the best solution for are the biggest consequences of poor employee selection or Before you begin the recruitment you. the loss of a good one. process, take the time to look for There are now also many possible skills gaps in your variations on the traditional This can sap your businesses of team. recruitment agencies such as time, resources and energy. You may find there is a greater pay by the month recruiters and pay by the hour for a recruiter to The good news is that there are need for filling a different or a plethora of excellent learning entirely new position. Before you run the process for you in house. Finding the right solution can be and development solutions that commit to hiring, consider just as important as finding the outsourcing. right employee.
20| Careers Magazine
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Careers Magazine | 21
WANT TO FIND THE BEST EMPLOYEES FOR YOUR BUSINESS? Think like a headhunter! Give the job to someone who can do it; not someone who has done it before. There is much to learn from the way executive search firms operate within the recruitment sector.
When many recruitment firms advertise a job, they “invite applications”. Applications are usually about experience. What you are looking for is If you take leaf out their book you competence, not just can improve your chances of experience. recruiting the best people for your business, regardless of I can’t tell you the number of your size or time in business. horror stories I’ve heard from leading business people and Like all good recruiters, search entrepreneurs about hiring consultants are all about someone with experience over reducing the risk for their clients. attitude. Finding competent They too, like you, run a people is the key regardless of business. However, they think experience in a role. outside the box. Their first thought is, “who can do this job Unless you are looking fro a and what are they doing now?” medical specialist or lawyer, They don’t just rely on vocational experience only experience or expertise. counts for only so much. Competence is much more The lesson is to be more important. creative in your search. Recruiting people according to The person doesn’t have to have what they can do, not what done the job before, but they do they’ve done offers businesses have to be able to do it. greater opportunities to find a superstar! Don’t get too hung up on qualifications. Most executives Look at the way big businesses left university 20+ years ago. It’s recruit & promote. They promote the 20 years since that and employ on potential. They employers should be interested don’t get hung up on whether in. people have actually done the job before. 22 | Careers Magazine
Many of Australia’s highest net worth individuals either just finished high school or barely scraped through university. In the end it’s not what you’ve got that counts - but what you do with what you’ve got. Competence and attitude. Having the attitude to get the most out of what you’ve got and the competence to achieve it is what you should be looking for. And remember, before engaging a recruitment firm, think whether outsourcing that job (or part of it) is a better option and redefining the position to suit your business aims. You might already have that superstar in your business...or you might discover a different set of skills will be better suited to help you achieve your desired results.
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Are you passionate about your job? Is it rewarding? Do you have the flexibility to create balance in your life? Can you see yourself in the same job in 12 months? 2 years? 5 years? Are you making the income you want?
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Careers Magazine | 23
GETTING THE MOST OUT OF PART-TIME AND CASUAL EMPLOYEES Many franchises need to employ part-time or casual staff. Motivating these staff members can be challenging particularly when few see the job as a long term career. However, there are a few things you can do to keep your top employees happy and motivated. Many franchises rely on part-time and casual employees…and for most of these they are the face of the franchise business. They greet and serve customers and are essentially the cornerstone of your customer service efforts. So it only makes sense that if you've gone to the effort to recruit the right employees that you would want to make sure that you keep those top employees happy and motivated. You might be surprised how poorly some franchise operators actually are when it comes to motivating their casual employees. Every organization has its share of overachievers and underachievers and franchising is no different. But one of the secrets to operating a successful franchise year after year is creating an environment where a core group of employees share
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your vision and buy into what you're doing. Do this and you're on your way to not only getting the most out of your employees, but getting the most out of your franchise business. Money is always one of the first topics of discussion when it comes to motivating employees. But chances are, as a franchise business operator, you've only got so much that you can devote to wages. Pay as well as you can and then look for other ways to "compensate" employees. One good technique is to have every employee complete an employee rewards checklist. Just create a simple checklist that gives each employee the opportunity to rate the kinds of things that motivate them. It might include money, gift
cards/certificates, additional responsibility, more training opportunities, and written or verbal affirmation, among other things. Armed with this knowledge, you can now customize your incentive arsenal to each employee based on what they've told you motivates them most. One good strategy is to look for other local businesses that you might trade products or coupons with. Say you operate a fast food franchise, look for a nearby movie theatre that might be interested in trading food/coupons for movie passes. Now you have something to offer above and beyond your hourly pay constraints. When employees go above and beyond the call of duty, reward them with a couple of movie passes.
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Incentives can help create higher These get-togethers also can expectations and more allow employees to spend time motivated employees. away from the business and have some fun while they're at it. Here's another strategy. Don't skimp on prizes and Chances are your casual contests. employees are going to need time off on occasion. Make time to visit with, and more importantly, listen to your Make it a point to create a employees. Encourage culture where that's possible. feedback. Be open with your You may have a lot of high goals, expectations, and school students who are objectives. involved in sports or other extracurricular activities. If you need help with employee recruitment, training Be prepared for this and be able management, recognition to move work schedules around programs or any human to accommodate these resources issue, the first point of requests. call should always be your franchisor. After all they have Maybe you even have to work a been through all this before and shift yourself. What better way to should have highly developed set an example of sacrifice and systems in place to help dedication for your crew. franchisees with all these issues. Parties and public recognition are other tried and true ways that have been proven to motivate employees. Christmas/holiday/seasonal parties offer a great chance to recognize employees through awards and recognition.
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The key to motivating casual employees is to let them know that you appreciate them and to identify ways to encourage them. Likewise, expect the worst and you'll meet your expectations. Be authentic. Your attitude and enthusiasm will breed a likeminded culture. As a franchisee, it's so very important to be committed to your employees. Demonstrate a willingness to take care of and sacrifice for the very people that can make or break your operation. Expect the very best from your employees and you may just be surprised with what you get.
Alternatively, there are many great agencies that specialise in part-time and casual staff, including all the human resource and employment issues that accompany casual employees.
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EVER WONDERED WHY YOU DON’T GET A JOB THROUGH A RECRUITMENT FIRM? Many jobseekers apply for positions advertised by recruitment firms and agencies, but never get replies. So why is this? Why do most applications fail to get noticed by recruiters? We look at some of the reasons that determine whether you will receive a response and what to do about it. If you have registered with numerous recruitment agencies and have now been sitting, anxiously waiting for the phone to ring or for a 'New mail' notification from your inbox, but not had any contact, then read on. There are a number of things that you should know about the recruitment industry and the techniques that are used to shortlist candidates. First of all, do not take rejection from agencies personally. A key thing to remember is that recruitment agencies exist to make a profit; it is their interests at the centre of everything they do, and not yours. Do not be under the illusion that an agent will go out of their way to find your next career move, as ultimately they will be working hard to fill the vacancies on their books.
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Once you consider this, it doesn't feel as bad when they fail to call you back.
It is not just whether a keyword appears in a CV; it is also the frequency that it appears.
You will barely ever receive a call from an agent if you are not short listed or you are unsuccessful in an interview. Their time is spent on the phone to people that will help them earn their commission, not giving you advice on how you can improve your job seeking skills.
So a recruitment agent searching for a Web Developer will probably search for résumés with multiple occurrences of "Java script", "HTML" and "CSS" in their search. Therefore it is not enough to briefly mention your expertise.
The next thing that you should be aware of is how the agents discover you as a potential candidate. They will have access to a huge CV database, sometimes in the tens or hundreds of thousands, any maybe the contents of which they purchased from one of the larger job boards, and they will use a keyword search to find candidates that match the vacancy requirements of their clients (employers).
You should insure that you mention terms relevant to your desired career move in your CV multiple times. It is also recommended that you tailor your CV to suit each job you apply for so that the keywords match those likely to be sought out by the recruitment firm. It is also useful to have a 'Key skills' section to your CV, a list of your skills which will help you score extra hit points.
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Be sure that, whilst being aware of the need for keywords, your CV still reads well and avoids "keyword stuffing". Once happy that a CV is search friendly and has been submitted to various job sites, the worst thing that a job seeker can do is sit back and wait for the interviews to roll in.
There are some recruitment firms that “test” out a candidates attitude to learning and career development by offering them a free magazine or ebook.
I know this because there are several recruiters that offer free subscription to this magazine to job applicants just so they can find out if the applicant is truly interested in a career just getting They should hit the Internet and a job….any job. Generally, the start searching for vacancies, ones that subscribe to the avoiding the major sites that they magazine and download the have already registered with. ebook go to the top of the pile. This is because the recruiter Try local newspaper job sites, feels more confident that he industry sector specific sites and applicant wants to advance their direct employer websites to find career and cares about their vacancies. future.
When are they looking to interview? If the agent withholds any or at least most of these pieces of information, then you should seriously consider whether or not you wish to continue the call. There are a number of tricks that some recruitment agents use to entice information from job seekers that would be useful to them, such as the name of your current manager who they know will soon be recruiting. So the purpose of their call may not be to help you but to help themselves make another sale….with your current employer!
In the meantime, your CV will hopefully be doing some work behind the scenes and you will soon receive calls from recruitment agencies as well.
This is one attitude trait that employers value above most Once aware of these practices others! and techniques, job seeking becomes a slightly less arduous Once you receive the call from task. an agent in relation to a vacancy, Sometimes when you apply for a there are certain questions that By asking certain questions and position the recruitment firm will should be asked. avoiding unnecessary emotional send you an automated turmoil over lack of contact, response email. Most are polite Where did they come across efforts can be concentrated in enough, just saying something your CV? the right place. like “we have received you CV/resume, we’ve had a lot of Who is the opportunity with? This will ultimately lead to a replies and we’ll get back to you more effective job search. if your on the short list”. What is the package?
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WHY LEADERSHIP PROGRAMS DON’T WORK? It’s not about the programs…it’s about the people! For leadership programs to be effective people have to care. If you don’t care you will never become an effective leader. By Kristin McNicol
The recent schools funding program undertaken in Australia has poured many billions of dollars into impressive, new school programs and capital works, most with negligible effect on the results of students performance. When schools have produced dramatic gains, it’s been because the students care, the teachers care, and the parents care.
effect their programs had on Clarify participants that followed business leaders, their leadership up on their Training and capacity and business results. continued the programs either by reading additional program Business leaders that undertook materials or via webinar, actively the programs, but had no follow sought a mentor, either within the up or meaningful review back in company or externally, had the workplace had no impact on regular reviews of their capacity their teams, staff morale, and performance found their leadership capacity, results went through the roof, performance improvement or along with the business results. business results - nothing changed. Many of these so called While many businesses were In other words, it’s not about how “leaders” felt that the programs reluctant to share their financial elaborate the program is - it’s were a complete waste of time, results, almost all reported an about the people. but participated because their improvement, with the most employer required it. reported improvement being When it comes to corporate increased customer retention, leadership programs, it’s not Clarify also found that even a higher staff retention, and a more about the money spent: it’s not small amount of follow up, such dynamic culture and enjoyable even about the quality of the as asking for further coaching work environment. program, or the coach – it’s all from a mentor within the about YOU. How engaged are business, more regular The bottom line: When it you in learning and how much you performance reviews or cocomes to improving your care about becoming a better workers being asked for their leadership capacity - It’s all leader. feedback on the leaders about you, not the coach, the performance found that there was book, not even your employer, A recent study just completed some improvement in or the program. If you’re by Clarify Training, who performance accross all aspects participating in any program, specialise in Career of the busisness. reading a book or listening to a Development & Talent webinar on leadership, but you Management strategies and What stood out though was the don’t actually do the work - it’s Leadership Programs, difference that regular follow up like watching Arnold concluded in some rather and consistent, periodic check- Schwarzenegger lift weights interesting findings. ins with a colleague or mentor you’re not going to get had on the effect of business muscles. Clarify studied 600 people results and leadership over 12 months to see what performance. 28 | Careers Magazine
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HOW TO HIRE AND NURTURE A TRUE CULTURE OF PROFITABILITY By Richard Wozniak
Profitability is what keeps us in business. It’s the reason we run a business, so we can make a profit. Profits fund employees wages, bonuses and benefits. Profits drive opportunity and safeguard jobs.
If you are uncomfortable about giving them the actual dollar figures, then talk about gross margins.
Employees generally reflect the attitude of the CEO. You end up getting the behaviour you demonstrate and tolerate.
Maintaining your profit margins demonstrates operational efficiency. Improving them demonstrates operational excellence!
Pay attention to your staff. Everyone on your organisation should be aware of and on the lookout for profit opportunities.
Culture of Profitability
So it surprises me that many businesses don’t connect profitability to employees the same way they connect sales and customer service.
To create a culture of profitability, you have to hire profitability.
Involving staff in discussions about profitability has several positive effects.
Every person you hire must be invested with you in building the business.
They become more engaged. It makes them feel valued and as if they are a key decision maker in your business It makes then accountable to the business It shows them what works by giving them the data behind it.
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It is about who you hire and how you manage them.
At Maxiom we hire on attitude. Attitude is everything!
Like any skill, this requires information and training. The more information and knowledge we have the better decisions we make. Train you employees to identify profit drivers. It is also up to us to establish standards of accountability. This is simply about delegating. If you haven’t assigned responsibility for a task it won’t get done. If you assign the task to more than one person you have effectively made no one accountable and it most likely it will not get done.
First, you must define the attitude you want from your staff, the hire it, nurture it, guide it and celebrate Of course you will have to it! delegate authority to the person who is accountable for the task.
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Without authority to make decisions needed to complete the task the employee accountable is not really accountable.
The same can be said for your business. Without a shared goal, sense of purpose and common benefit, you’re all going in different directions.
We instil values, shape attitudes, create awareness and structure accountability.
The key is getting it right from the recruitment stage. Hire on attitude, with a sense of profitability. Nurture that attitude. Train and develop your employees skills and leadership competency and delegate responsibility, then you are on the right track to building a company with a culture of excellence.
None of those things will get you very far though, unless you have provided your employees with the authority to make decisions that will impact both transactional and lifetime profitability. Authority must be earned, but you need to give employees the opportunities to make mistakes and learn from them. Align with Your Business Aims For all of the foregoing, none will impact profitability unless you have a shared goal. The adage about driving the most powerful car in the world won’t take you anywhere unless the wheels are pointing in the same direction.
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Accountability, responsibility and authority are not just words but actions that instil confidence and a sense of self worth in your employees. Not only does this lead to greater financial success for your business, it also improves job satisfaction and loyalty from your employees helping you retain top performers, experience and knowledge.
At a time when many SME’s struggle to attract and retain the best talent, this is one area that they should be able to compete and outperform larger companies. With work life balance and job satisfaction more important than job security SME’s that can invest their employees in building their business with them have a clear advantage in attracting and retaining the best talent. If you are unsure where to start, talk to a recruitment consultant that specialises in your industry. There are also many excellent training organisations that help you with ongoing staff development and strategies to keep them invested. Naomi Washe is a director of Casual Careers, a leading multi-faceted recruitment, HR & Training Consultancy
It is about investing your employees with you in building your business.
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I N
T H E
S P O T L I G H T
WE CALL IT PART-TIME .......OUR CLIENTS CALL IT PERFECT! Looking to hire an additional staff member, or need to outsource a particular job or project? Having a committed, responsible & educated professional join your workforce part-time, to complete or manage a project, or on flexible work arrangements offers the ideal solution for many organisations looking to employ additional staff but without the added cost or risk of a full-time employee. Casual Careers are the experts in recruiting educated professionals looking for a more flexible work environment or for outsourced projects. Employers Ever wish you had an experienced, intelligent, capable person in your office without spending valuable funds hiring another full-time employee or using an uncommitted temp? Having a committed, inspired and educated professional join your workforce part-time offers the ideal solution for many organisations looking to employ additional staff but without the added cost of a fulltime employee. With more and more companies looking for high calibre staff and more job seekers looking for a better balance between work and lifestyle, Casual Careers offers the perfect solution to meet your needs. We have the highest calibre of professionals - high achievers all who are seeking a more flexible or part-time work environment. We can provide you with a
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professional, experienced, parttime employee that meets your needs . You can even leave the Human Resource issues to us Ÿ We search all our proprietary databases to find just the right person to fit your needs Ÿ We handle all Payroll (including Payroll Tax, Superannuation & Workcover) Ÿ We bill you weekly only for actual hours worked Ÿ You have to option to employ directly for a fraction of traditional recruitment fees at any time Ÿ Perfect for long-term or short-term staffing needs and special projects
Looking For Work? Ever wish you had a job that met your work/life balance requirements? Looking for something flexible that still fits in with your lifestyle? Casual Careers has the perfect answer whether you are looking for work or looking for a new member to join your team.
Casual Careers Casual Careers Pty Ltd Email us at: info@casualcareers.com.au Or visit our web site: www.casualcareers.com.au
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We call it part-time...
Looking for Staff
Looking for Work
Have a Question
...Our clients call it perfect!
Contact a Consultant
welcome Casual Careers specializes in placing educated professionals into long-term, part-time careers. Having a committed, responsible & educated professional join your workforce part-time offers the ideal solution for many organisations looking to employ additional staff but without the added cost of a full-time employee. With more and more organisations looking for high calibre staff and more job seekers looking for a better balance between work and lifestyle, Casual Careers offers the perfect solution to meet your needs. Casual Careers offers both the employer and job seekers the ideal solution between staffing needs and work/life balance. We even look after the Human Resources issues to help make it even easier for you.
Educated
Professional
Flexible
Experienced
Solutions for Employers
Solutions for Employees
Why we’re Different
Ever w ish you had an experienced, intelligent, capable person in your office w ithout spending valuable funds hiring another full-time employee or using an uncommitted temp?
Ever w ish you had a job that met your w ork/life balance requirements? Looking for something flexible that still fits in w ith your lifestyle ? CasualCareers has the perfect solution.
Whether you are an employer or w hether you are looking for w ork Casual Careers is all about solutions that suit YOU.....thats w hy our clients call it “PERFECT!”
www.casualcareers.com.au maxiom
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TRAINING YOUR STAFF WITH CLARIFY TRAINING Wouldn’t it be great if all your staff had the same passion and vision for your business and you? Clarify Training can help you create a dynamic culture where your staff thrive enabling you to reach your business goals faster. Our organisation has a deep commitment to you and your people and offers a unique service based on the values of Accountability, Respect and High Performance. Our professional services are tailored to be tightly aligned to the commercial aims of your business:
As accomplished practitioners your business to ensure business they can help your people display results are achieved. effective influencing skills, the Attract & Recruit the Best ability to inspire and engage others Talent and the capability to lead and In line with your Provide an Environment empower change in a organization’s strategy, for Your Talent to Thrive performance driven setting. we will formulate, lead Optimise Individual and implement a learning Capacity framework that is linked to With extensive experience in Build Influencing Skills and helping organizations analyze their business performance, Leadership Capacity needs and design strategic maximise individual Ensure Business Results learning and development capability and builds Are Achieved leadership competence. solutions, our highly qualified See the Results in Your consultants will work closely with Bottom Line Coach business leaders you to determine your company’s in your organization so as individual requirements. to ensure the optimal If you want to optimise your delivery of all tactical We can design tailored solutions business, give Clarify Training a people programs and to call. ensure business results for individual employees, project teams, departments and entire are achieved. companies. We will help you implement a suite We can also help you develop a T R A I N I N G of HR practices and policies to learning culture, while fitting in with reflect contemporary, consistent the overall strategic goals of your Clarify Training Pty Ltd best practice. Level 2, 1 Riverside Drive organization. Melbourne Vic 3000 Our consultants are individuals Ph: (03) 9097 1606 Our programs are strategically who have carved their careers Fax: (03) 9097 1607 within leading, complex business aligned to the commercial aims of info@clarifytraining.com environments. www.clarifytraining.com
CLARIFY
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CT
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DON’T LET YOUR COMPETITORS OVERTAKE YOU!
Wouldn’t it be great if all your staff had the same passion and vision for your business and you? Clarify Training can help you create a dynamic culture where your staff thrive enabling you to reach your business goals faster. Attract & Recruit the Best Talent Provide an Environment for Your Talent to Thrive Optimise Individual Capacity Build Influencing Skills and Leadership Capacity Ensure Business Results Are Achieved See the Results in Your Bottom Line
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EMPLOYEE BRANDING - HOW TO HIRE EMPLOYEES THAT FIT YOUR COMPANY BRAND By Kristin McNicol
A lot of work goes into branding, and a lot of work goes into hiring the right people to represent that brand and sell it. Recruiting the right employees that fit your franchise brand is a sensitive area for most franchises. You want to hire people who fit your company brand, but you don't want to be discriminatory while you're doing it. And sometimes you need to do it fast! Making decisions based on age, gender, race, or sexual preference could result in lawsuits and heavy fines levied against you, so creating a brand definition for your employees is a very important part of the process. It's okay to require a certain education and experience level or to seek out certain character strengths or skills. Create clear and concise job descriptions before you begin any hiring or recruiting. Once your job descriptions are complete, sign up for or go out and buy some top quality web
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based recruiting software to keep track of candidates who apply. The best recruitment tracking software can be customized with fields that fit your particular needs. Make sure you have categories to check off those education levels and character traits so you can search them later on. If your franchise is successful, this will not be the last recruiting drive that you do, so keep accurate records for later on. They could come in handy when you're ready to expand your current location or open another branch somewhere. Another good tip in finding the right "brand" of employee is to create a questionnaire about your product or service. Obviously you want your employees to be familiar with what you have to offer so they can answer the questions of your customers and clients.
Training while vital to creating a great brand, is still an expense. The more your candidates know before you hire them, the less that expense will be. Use the questionnaire as part of the recruiting process and track the answers in your recruitment tracking system. You can even categorize the questions to reflect strengths and weaknesses in certain areas. Keep in mind when hiring for any position that sometimes jobseekers will do what they have to do to get a job including embellishing their resumes. Make sure you check all references and verify dates of employment and titles. You'd be surprised how many "managers" were actually retail assistants or storeroom clerks who promoted themselves on their resumes to try to get a higher-paying position.
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Don't make the mistake of feeling bad and hiring them anyhow. Those who lie to you once will do so again.
A lot of work goes into branding, and a lot of work goes into hiring the right people to represent that brand and sell it.
There are many good software packages available for keeping track of applicants and employees.
Once you’ve selected your new employee(s) don’t forget to induct them into your business.
There are also many great alternatives to doing it yourself that don’t cost the earth. One company now offers organisations the abilitiy to recruit as many staff as they want for as little as $150.00 per month.
This could well be the most important part of any employee branding exercise. It not only introduces them to your business culture, but also reinforces the employment brand you introduced them to during the recruitment process.
It is also the first real opportunity to demonstrate to your new That will save you a lot of time employee your internal and hassles. And as long as you marketing program and inspire are a member they will them to achieve great things not guarantee to replace any staff just for themselves but for you that don’t work out free of and most importantly your charge. customers.
Do it right from the outset, beginning with a solid job description and targeted hiring, and you will see your brand take off and be recognized for the quality and hard work you put into it. Do it wrong and you'll be mired in staff problems, customer complaints, even lawsuits and losses, occurrences that will surely lead to an early downfall for your new venture. That doesn't have to happen to you. Plan carefully, execute that plan only when you're completely ready, and if need be seek advice, and you'll be fine.
That must save you a fortune. It Don't skimp on effort when you is also a great incentive for them set up a recruitment drive for to get it right the first time new employees. around! It is even more important to wisely spend you hard earned income on great training from day 1.
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CHOOSING THE RIGHT CAREER Career selection can be the make or break of your present desires for your future endeavours. Choosing the right career or career change will have a major impact on your life. This is why choosing the right career involves a long-term reflection and assessment before you finally decide on a particular direction. To help you best understand your options, here are 3 crucial things that you need to consider. Pursue what you are passionate or interested about If you are just starting out working for a lifetime demand, you have to base your decision from your core interest. Make sure to consider the desires of your heart, as it is said "There's nothing like doing what you love while making a living out of it." Whatever it may be, let it guide and inspire you in your chosen field of work. You will be spending long hours each days carrying out your job, hence it is indeed very important to choose a career where you are most comfortable with. For instance, if you are naturally a kind-hearted individual who are passionate about helping other people, choosing
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a career in the healthcare profession might be a good option for you. On the other hand, if you are inclined towards arts, you can go for a degree in arts majoring in a specific field, and so forth. Consider the importance of money to you. It is undeniable that working for a high-paying job gives you and your family the sense of financial security. Instead of aiming for a fixed income, look for a career that allows you to financially grow for a maximum sense of financial security. Before choosing a particular profession, be certain that you have a realistic expectation about the salary and the compensation you get to enjoy.
Assess your stress threshold. Stress-assessment plays a crucial role in choosing a career option. Determine the level of responsibility that you can manage particularly when working under pressure. It is very important that you align your work with your personality. If you strive under a gun, then you may do well in a challenging work environment. If you prefer working in a more laid-back environment, you may consider a profession that gives you the tranquility while you excel in your work. Take all the time you need for career assessment. After all, it is your own circumstances and personality that make big differences in making your option a fruitful one.
If you are the primary breadwinner, aim for a career that pays you enough to keep you motivated. You'll be happy to know that there are a lot of high-paying jobs now and as long as you have the right skill set and the right attitude, you'll never run out of them.
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New National OHS Laws coming into effect soon WILL require you to make significant changes to your OHS practices, manuals & training. The good news is that you will only need to learn about one set of rules. The bad news is that the rules are complex, and will require changes in your OHS policies and Safety Management systems, so it’s important to get it right from the start. There is now just over 8 months to fully review your OHS safety systems, documentation, training and education to be compliant on January 1, 2012 At Building Up we make it our business to ensure your risks are minimised and your potential maximised. We hold the solutions to your OHS problems, so you can rest assured that your business is able to tick all the boxes.
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ACHIEVING THE BEST RESULTS FROM EVENTS! The tactic of marketing to bring qualified sales leads into your business and reduce the cost of sales has never been more important than it is today. With the growth and reach of the Internet, you can communicate with more potential customers and existing customers than ever before. One thing to remember though, is that the internet can be quite impersonal. So what is the most effective way of peronalising your online marketing? Combining it with events gives you the perfect solution that can be tailored to suit your individual business aims and maximise the return on your marketing dollar. Event Marketing is proven to provide the greatest ROI due to the face-to-face interaction that it yields. Now more than ever, companies are finding that the results produced by event marketing far outweigh the return from other marketing platforms, such as print advertising, tv, radio, public relations and even Internet Marketing. Studies have shown that the conversion rate can tripled as a result of face-to-face events and meetings. The profit from your next event or meeting can be considerably higher, if you know what steps to take. Combining Internet Marketing and Events can provide you with an extraodinary ROI compared to all other forms of marketing. Building stronger and lasting relationships, converting prospects, retaining customers, and investing in people are the key reasons for which companies hold eventsand meetings. Our online marketing, meeting and event management specialists are trained to recognize the specific needs of each client and will work along side you to ensure that your meeting includes all vital elements, NWE Events will focus on creating a customized marketing campaign designed to meet your business aims are achieved and that the maximum results are achieved.
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Events with Impact! A lifestyle business that’s full of life and has plenty of style Our meeting and event planners have one of the most exciting and rewarding lifestyles assisting in creating an unforgettable experience for our clients and their attendees. Product Launches Charitable Causes Meetings Conferences Corporate Events Awards Nights Marketing Events
Join one of the world’s fastest growing industries and have fun at the same time If you’d like to help create a memorable, lasting impression on your client’s attendees and you have a professional outlook and a desire to build your own lifestyle business, then this opportunity could be for you. Our franchisees enjoy a comprehensive induction and ongoing training, low establishment costs, great head office support plus a lifestyle and rewards that most people envy. For more information or to receive a franchise kit visit our website:
www.nweevents.com or email: franchise@nweevents.com NWE EVENTS
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maxiom Group of Companies
MAXIOM IS RECRUITING NOW! The online publishing and marketing industry is an exciting and dynamic industry which is set to become the “number 1 growth industry over the next 5 years”. * At Maxiom, successful people come from a wide variety of industries but they all have several things in common. To be successful at Maxiom you must be:
Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ Ÿ
Passionate Motivated Enjoy helping others reach their business aims Determined to be the best Accept nothing less than excellence Willing to build and share your expertise Positive Committed to providing superb customer service Able to build and maintain strong relationships
Entrepreneurialism is encouraged and nurtured, and you will work with a high degree of autonomy. If you are a positive motivated person who can build strong relationships with clients and enjoy helping people realise their dreams, then a career at Maxiom could be Perfect for You!. We employ people with diverse work and life experiences - whatever your background, it’s your attitude that sets you apart. Not only do we offer you a great career with excellent advancement opportunities, you receive excellent benefits and rewards, extended annual leave, professional development & career support. * (Source: IBISWorld March 2011) 42 | Careers Magazine
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“Bringing the Best Together”
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Maxiom is all about “bringing the best together”. If you are the best, or want to learn to be the best, please send us your details as we would love to talk to you. We hire on attitude first and provide a great culture and work environment to make sure you achieve the results expected of you....and enjoy every minute of doing it! Maxiom employs a wide spectrum of people, including fulltime, freelance & part-time professionals, in a variety of roles: ● Sales ● Graphic Design ● Marketing ● Web Design & Development ● Social Media ● Journalism ● Accounting & Finance ● Admin & Office Support ● Training & Coaching So if you are interested in a rewarding and exciting career please send us some information about yourself.
CLICK HERE to apply
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The Siimon Reynolds Strategic Entrepreneur
THE AUSTRALIAN MARKETING EVENT YOU SIMPLY CAN’T AFFORD TO MISS! This is the business workshop of the year. They have organised a lineup of expert business speakers over the three day event. These are the professionals that Siimon Reynolds uses to create businesses online and in the real world. They have a multitude of disciplines involved and will cover everything from copywriting, pay per click advertising, exit strategy, backend systems, search engine optimization, webdesign, sales technique, social media, remarketing, public relations, franchising, online marketing and raising finance. You name it - they have an expert that specialises in it!
The Next Siimon Reynolds - Strategic Entrepreneur Seminar will held in Melbourne - coming soon! Stay tuned for the dates... AND YOU WON’T BELIEVE THE PRICE!
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“This is the best investment any Australian business can make in their future� FREE BOOK DOWNLOAD & 7 FREE VIDEOS When They Zig, You Zag by Siimon Reynolds
Complimentary gift Thanks for taking the opportunity to grab this fantastic book! Simply go to our website and fill in your details and we will immediately email you a copy of Siimon's book. We will also send you our bonus series of short business building videos that are packed with tips and tricks for success. Over the last 25 years, Siimon has created multimillion dollar businesses from the ground up and is now teaching other entrepreneurial business people his systems for success. He started the Photon Group and grew that company to be worth over $500 million while employing over 5000 people so he can definitely help grow your business. Siimon has a passion for helping entrepreneurs build and grow so definitely read his book and check out his short videos asap.
For more information, to download the book or watch the videos visit our website https://fortuneinstitute.infusionsoft.com/go/zigzag/Maxiom/ 24 | Modern Franchise Magazine maxiom
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About Careers Magazine Publisher Maxiom Group Pty Ltd Level 2, 710 Collins Street Docklands Vic 3008 Australia www.maxiom.com.au Editor Tam Hannan Digital Magazine Created By Careers Magazine Online www.careersmagazine.com.au Advertising Enquiries (03) 9097 1606 (within Australia) + 613 9097 1606 (International) advertising@maxiom.com.au Editorial, Media Releases & Article Submission magazine@maxiom.com.au
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