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Tweeting your way to a new job?

When searching for a job there are numerous different avenues and resources available especially via the wonderful world wide web. Although did you know that Twitter is vastly becoming the most recent up-to date job search tool available. Twitter can be used to search for jobs being posted, manage connections with others, organise your job search process, monitor and research your job alerts and gain job search feeds.

Twitter was developed in March of 2006 as a means to keep people connected through rudimentary social networking features allowing messages to be accepted via sms, web, mobile web, instant message or third party API projects. If your not convinced then here are some very interesting facts:

• In Australia the annual growth rate for Twitter over the past year has hit 3,200%.
  
• As of May 2009, Twitter received more than 20 million unique monthly visitors (UMVs)surpassing many mainstream news sites such as The New York Times.

To assist you in your job search we have included a list of helpful links:

To search for jobs being posted visit:

Find tweets about jobs http://www.twitterjobsearch.com/
Search engine http://www.twittertroll.com/
Register for email alerts http://www.tweetscan.com/
Find jobs posted in the last 7 days http://www.twitterjobfinder.com/

Making new connections:

Find companies you would like to work for http://www.twittermind.com/
Identify leaders to connect with http://www.twellow.com/
Find other users with similar interests http://www.justtweetit.com/
Follow users with similar interests http://www.twollow.com/
Invite people to join you http://www.findpeople.com/
Find recruiters http://www.tweepsearch.com/

Staying organised:

Separate your contact with job listing feeds etc http://www.tweetdesk.com/
Create a schedule http://www.twuffer.com/
Organise your followers and friends http://www.tweepler.com/
Find jobs posted in the last 7 days http://www.twitterjobfinder.com/
Assist you if you have separate accounts http://www.splitweet.com/

Monitor job alerts:

Set up alerts http://www.tweetbeep.com/
Subscribe and get notification of new jobs http://www.teweetmyjobs.com/
Direct messages sent to your account http://www.twitterjobalerts.com/
Learn what’s going on inside companies http://www.connecttweet.com/

How to get your message out there:

Link your resume http://www.visualcv.com/
Simulcast your tweets to Facebook, LinkedIn etc http://www.hellotxt.com/

Direct line to job posts:

Latest featured jobs www.twitter.com/elance_jobs
Freelance jobs www.twitter.com/freelance_jobs
HR jobs www.twitter.com/HRCrossing
Teen jobs www.twitter.com/myfirstpaycheck
Twitter search engine www.twitter.com/twitjobsearch
Retail jobs www.twitter.com/newretailjobs
Job sites www.twitter.com/indeed

It is time to refresh your Resume!

Although there are many speculations surrounding the economy and job market it is important to consider all aspects including the existence of little to no job security. Therefore making sure that your resume is up-to-date and appealing could begin to pay big dividends for you in 2009.

Updating your resume when you already have a job may seem to be tedious and unnecessary. It is, however, it is important to consider unforseen future opportunities which may present themselves and in order to be ready an up to date resume is a Must!

Tips on how to refresh your resume

1. Begin with a descriptive Headline to communicate your career target E.g. Marketing

Executive backed by corporate management experience. This headline needs to demonstrate

your breadth and depth of experience. Remember to keep this short and simple disclosing your

top selling points.

2. Avoid ‘one size fits all’ resumes, you need to be specific with your career and industries. It is

important to have a clearly defined goal as a specific detailed resume will be more successful

over a general and basic resume.

3. Research! The more you research the easier it will be to write your goals/objectives, align

your qualifications with what employers are seeking, upload your transferrable skills and

experience which will enable you to succeed in positioning yourself relative to your target

sector. E.g. “Award winning business coach seeking to leverage six years training experience

to transition into corporate team management.”

4. Make sure that you update your accomplishments, even if you are still in the same job you

almost certainly will have many skill/achievement additions to update. If you have had a job

change, a promotion or increased responsibilities it is imperative you mention these in your

resume.

5. If you have undertaken and completed self development initiatives include these in your resume. These may take the form of certificates, online courses, degrees, training, TAFE and these show your commitment to continual learning and advancement.

6. Industry jargon and technology are continually advancing therefore your resume should be up to date with these keywords. This includes computer programs and software. A good way to familiarise yourself with these keywords is to scan job postings on job search engine websites.

7. You don’t want a resume the size of a book neither would your employer. Consider what is useful and what may be irrelevant. A hint would be to decrease the amount of information provided for older experience unless you are looking to return to a former career. It may be advantageous to set up an earlier career section which could summarise previous roles, employers and employment dates. Additionally you may want to decrease your information on your schooling history once you have progressed to achieve a college degree.

8. Proofread your resume and see if you can get a third party to read though your resume and provide you with feedback. Note: if you have been going through your resume and making changes it may be best to take a break of about half an hour to become refreshed and then go back to proofread it.

9. Create a file to store future achievements, performance reviews, committees joined, targets achieved including quantifiable results, certificates and any completed forms of study. This will be a great help when it is time to refresh your resume in the future!

10. Don’t forget about your resume once it has been updated; make a point to refresh your resume throughout the year as you never know what lies ahead.

Good Luck!

Your personal brand

A personal brand is unique to each individual and reflects the notion that success comes from self-packaging. Personal branding often involves the application of one's name to various products. But how does this work for job seekers? Well you are your own personal brand which must be vigorously promoted! This can be achieved through the creation of profiles on social networking sites such as MySpace, Facebook or Linked In or creating your own promotional website using your name as the domain name.

So why is it important?

No matter your status within the business world personal branding is absolutely vital to your success. After all, an abundant number of others may have your job title, but only a few might share your vision and appreciate the particular talents you offer. If you connect with the individuals and companies that value your “mission” in the world, you will have a much greater chance for success. There is no full-proof path for building a personal brand, but you can take steps that will help you create the best personal brand for you.

A personal brand is a holistic look at your goals, passions and values and how those work to enhance what you offer. Your personal brand relies on the reputation you are able to build around its unique promise of value and in turn what you ultimately deliver. As a result, authenticity and honesty become the most significant building blocks for your personal brand.

It is important to remember that the information you post or upload is publically representing yourself and many employers and recruiters research prospective candidates online to receive more information before an interview or offer is extended.

Our top 5 sourced tips to building a successful plan:

1. First, you need to create a branding plan for yourself. Start by evaluating what your current reputation is and compare it to what you’d like it to be. Then identify qualities that make you unique and how they might be valued by an employer. Helpful hint: Examining who or what you don’t want your personal brand to be like can reveal what you do want. Just flip these negative qualities around to find the positive.

2. While you’re brainstorming your personal brand, it is helpful to write everything down. You will want to create a statement that encapsulates everything you want your brand to be. This will be your “personal mission statement.”

3. Once you’ve worked on your brand identity, you need to get input from those around you. Build your own “board of directors” (i.e., mentors, peers, and family) to give you feedback on your branding plan and how you are putting it into action. Branding is ultimately about communicating your identity; thus it is crucial that you know how it is being received by others.

4. The more you are able to distinguish your brand, the more you potentially will be able to find someone to pay you for it. Look at the market and find what it is that you offer better than anyone else. Read the news, websites, newsletters, etc. and find out what the status quo is so you can capitalise on what makes you special.

5. Go to a good search site and enter keywords related to your brand identity. Check out how those sites embody the qualities of your own brand. Note the ways that these sites present themselves and think about how you might do the same for your own brand online.

Remember your personal brand in the workplace is a combination of the product you offer (i.e., your job performance), the values that you embody, and how the two work together to create the “package” that is you.

Looks Matter

Most if not all of us are aware that the way you look when attending an interview contributes to the overall perception of your fit with the company and the role. In support Senior Manager, Megan Alexander states that job interviews are only 50% about technical skills and the other 50% is about whether you fit the company; whether you share the company’s culture, whether you’ll be comfortable in the company’s culture and the way you look will immediately create an impression about whether or not you will fit the organisation.

This may seem superficial to some but in essence it is the reality that appearance counts when making a first impression. Bradley Richardson a contributing writer for Monster states that you are more likely to command respect and get what you want if you're dressed appropriately for your surroundings and it is important to remember that it is very difficult to overcome a poor first impression, regardless of your knowledge or expertise.

Many applicants may become overwhelmed with differing opinions on ‘how to dress to impress’ so we have put together a simple guideline to help you break through the clutter.

1. Do some research on the organisations culture so you can dress appropriately. If the industry is more formal than your current industry, dress accordingly. If you your suit is too big, long in the legs or arms or doesn’t button up it’s time to get a decent suit, go out and buy one, it will be worth it. Wearing higher quality clothes shows that you are willing to invest in your career and future.

2. If you are unsure dress on the conservative side as it is the safe option. Most employers approve of suits. An interviewer is more likely to accept that you can dress down if the environment is more casual than that you will dress more conservatively once you are employed.

3. Keep makeup and hair simple and classic, you don’t want either of these elements to become distracting for the employer. For example if you are constantly pushing hair off your face this will become distracting and irritating for the interviewer!

4. Nails are important so make sure you keep them clean and neatly manicured. Avoid bright coloured nail polish and nail art. Your hands are clearly on view so make sure they send the right message about you.

5. It is recommended that women wear closed-toed shoes and avoid backless shoes and open-toed shoes as they can look too casual. It is important to clean and polish your shoes as run-down shoes ruin an outfit and give the impression that the candidate is careless and does not pay attention to detail. It is imperative that you can walk comfortably and confidently in your shoes, especially if you are going on a workplace tour.

6. Avoid leather or denim as it is not considered professional and can carry negative perceptions. Avoid wearing leather jackets or skirts. Never wear jeans or denim jackets. Shiny, satin-like fabrics are generally inappropriate for smart business wear.

7. You want the interviewer to focus on what you are saying during the job interview. Avoid low necklines, flashy ties, lots of jewellery around your neck, big dangly earrings or over-the-top hairstyles. Make sure that your cologne or perfume is subtle and not too strong as this can also become distracting for the employer.

8. Try your outfit on a couple of days before and make sure your outfit is clean, well pressed and not in any need of repair. You don't want to spend the interview tugging down a too tight or too short skirt! Keep in mind your commute to the interview and try to avoid wearing clothes that wrinkle easily if you have some distance to travel.

9. Maintain a level of professionalism, this means no piercings, no chewing gum or candy and cover up any tattoos or piercings as much as possible. Baggy clothes look messy and tight clothes look as though you are drawing attention to your looks rather than your skills! Remember keep it simple and smart!

Making sure that you are appropriately dressed for the interview will give you an immediate competitive edge right from the start.

Bradley Richardson’s list of things to remember:
• Appearances do matter!
• Don't underestimate the power of a first impression. People make assumptions about you
based upon your appearance at your first meeting.
• You are more likely to receive better service, command more respect and get what you want if

you are dressed and speak appropriately for your surroundings.
• Your appearance should be consistent with your message.

To get more advice on making a successful career transition contact us via email at admin.qld@donington.com.au or call us on 07 3838 1388

Immigration Update - Subclass 457 Visa

Many employers are in search of alternative employment arrangements for their employees as a result of the current economic climate. However employers must be aware that there are special considerations for employees that hold a Subclass 457 visa.

There are two important categories to be familiar with; employee working conditions and minimum salary levels. Please see below for further information regarding these issues.

Working Conditions
All Subclass 457 visa holders must work a minimum of 38 hours per week; lesser hours are not accepted and may be considered a breach of the visa conditions. There may be exceptional cases, however anything less than 30 hours a week is prohibited. Thus it is improbable that part-time or casual employees on a Subclass 457 visas are likely to meet this requirement.

Salary Levels
The Department of Immigration and Citizenship (DICA) introduced as of July 1 a new minimum level salary for Subclass 457 visa holding employees. The new salary levels effectively amount to an increase of 4.1%. It is important to note that the new salary levels do not include additional benefits such as superannuation, LAFHA, travel allowances and/or bonuses.

The minimum salary levels are calculated on the basis of a 38 hour working week with the payments being made on a weekly, fortnightly or monthly basis. If the employee/s works in excess of 28 hours per week they must be remunerated proportionately for their additional hours of workload.

Salary Reductions
An employee’s base salary cannot fall below the minimum salary levels set by the DIAC. The employee may still be required to notify the DICA of reductions in salary levels depending on the circumstances of each case.

For more information on the minimum salary levels and occupations for the temporary business long stay visa notice 2009/2 please click the link below:

http://www.immi.gov.au/skilled/skilled-workers/sbs/occupations.pdf

New Role
If the employee is changing into a new role which is similar and requires an equivalent or similar skill set as their previous role the employee may be able to transition into the new role without notifying the DIAC. However, if the role is changing specifically, notification to the DIAC may be required and may result in a new Subclass visa being issued to the employee for their new role.

Sending employees on local or overseas secondments
This is permitted as long as employers continue to meet their obligations as a business sponsor and the employee continues to be treated as an employee of the business. There are no time limits on local secondments however overseas secondment cannot exceed 3 months.

Employee absence or unpaid leave
Once an employee had been employed for at least 12 months, a leave of absence or unpaid leave of up to four weeks is permitted.

If a holiday (including personal annual leave) outside Australia is to be taken, a period of no more than three months is deemed acceptable.

It is important to note that the minimum base salary requirements relative to the employee must be met at all times.

Redundancy/termination obligations
The DIAC must be notified within 5 working days of the employees last date of employment.

The employee will then have 28 days to:

i. Apply for another visa –e.g. a new subclass 457 visa through a different employer or a tourist visa.
Or
ii. Depart Australia

It is not an immediate obligation of the employer to offer return airfares and the DICA acknowledges this is a matter of negotiation between the employee and the employer.

Baker & McKenzie released an update on these issues along with changes to retirement for Subclass 410 Visa holders and visa options for same sex partners. To obtain a copy of their July 2009 issue please email admin.qld@donington.com.au or call us direct on 07 3838 1388.

To contact the Department of Immigration and Citizenship head to their website at:

http://www.immi.gov.au/

Do you know your career profile?

Often the way we plan and see our careers unfolding is heavily influenced by our parents, teachers, the media and other social influences.

Just as often many people find themselves dissatisfied with their careers or having difficulty explaining why what might appear to be a ‘patchy’ CV’ is actually a positive.

What many people don’t realise is that there are different types of careers which can be depicted as differing patterns of movement within and between fields of work over time. This reflects the fact that some people like to move around a lot during their careers, while others prefer to stay put and specialize in a particular kind of work. Some people want to move up a ladder; others prefer to move in more of a lateral direction to expand their capabilities, or simply to experience different kinds of work.

A career assessment profile report can help you identify different career types and provide an analysis of your personal career concept and career motives.

There are many different assessment profiles to choose from and they will vary depending on the company or the report. We recommend the Career View Profile Report which provides you with two profiles; a career motives profile which best indicates the type of career you would find most gratifying personally and a career concepts profile which indicates what you believe you should be doing with your career. However as mentioned previously how we ‘believe’ our career should play out is highly influenced by other people in our lives and may not represent what would be best for us as unique individuals. Thus the motives profile is usually a better window into your own unique motives and desires, relatively free of the influence of other people.

A Career View Assessment profile report is advantageous for not only providing you with direction and understanding about your career motives but also for your own internal career management.

At Donington as a part of our career management and transition services we can facilitate the debrief of a Career View profile for individuals in your organisation to assist in guiding their internal or external career management.

If you would like to know more about assessing your career motives and career concept contact Donington on 07 3838 1388 and ask to speak to Melinda Forsythe or email melinda.forsythe@donington.com.au.

* Please note that this service is available only to residents in Queensland.

Hu’s career transition journey at Donington...

Hu Yao commenced his career transition journey with Donington in May of this year after his role as a Process Engineer at a large construction company was made redundant. I had the pleasure of discussing with Hu in detail his journey so far and his aspirations for the future.

Before migrating to Australia in August 2007, Hu was the Chief Engineer or the Chief Processor Engineer on many petroleum projects.
When Hu’s role was made redundant he initially felt saddened although he proclaimed that because of the clear communication within the company and his involvement with some major projects which had become dissolvent he understood the rationale behind the redundancy and the extent to which the financial crisis is impacting on many industry sectors including small and multinational corporations.

Hu stated that he has learnt many positive lessons though his transition process and that his Donington consultant Lisa Revell was very helpful in highlighting some of the major pitfalls and how to avoid them. “I think that the career transition process is very important for people who have just lost their job, I have found it to be very helpful and positive and I have learnt a lot of skills I did not have before” Says Hu . In facing the challenge of a new job search, Hu stated that he was nervous about the interview process but through his consultations with Lisa he became more confident as she as she provided him with techniques, practices scenarios and interview questions. Hu managed to secure a telephone interview with an organisation via is newly adapted CV, however unfortunately he was unsuccessful. Although Hu, in recognising that it is a competitive market says, ‘that is to be expected and it is important not to become disheartened’.
Hu has looked at his redundancy as an opportunity to further develop his fluency in the English language in order to assist him in getting back into the job market. “At the moment I think it will be another year before the economy picks up so right now I am concentrating on studying” he said. Hu was encouraged by his consultant to converse more with individuals to increase his confidence, and as a result Hu encouraged himself to speak to two ladies at a bus stop and he now attends their craft group as it allows him to practise his English.

Throughout our discussion it became evident that Hu’s aspiration for the future is to attain a job as a Site Process Engineer as Hu states “a Site Process Engineer would enable me to interact directly with those involved in the project/s. I enjoy working and seeing the progression of a project so ultimately I am working towards a role that would allow me to supervise construction, commissioning and production”.

We continue to support Hu and wish him all the best in his future endeavours.

At Donington were all about sharing and if you have a career transition story we would like to hear it! To share your journey post a comment or contact us at admin.qld@donington.com.au

ATTENTION ALL BUSINESSES: Challenger, Gray & Christmas have released their 2009 Post-Layoff Survey

Through The Donington Groups association with Challenger, Gray & Christmas Inc. as a global referral and resource sharing partner we acquired the results of their 2009 Post-Layoff Survey which was released at the 61st Annual SHRM Conference and Exposition. We believe that every organisation no matter how large or small would gain invaluable knowledge by reading this report. Let us know what you think and post us a comment.

According to a new survey, one of the biggest challenges employers must address in the wake of a layoff is keeping the surviving employees engaged and focused. The survey of human resources executives found that 54 percent consider employee-engagement the biggest challenge that companies face after job-cut announcements. The next biggest challenge, selected by 23 percent of respondents, was easing anxiety over the possibility of additional layoffs.

“The risks associated with not addressing these challenges is in focusing only on output which creates a workforce that is motivated by fear of job loss instead of by loyalty and pride. That may work for the remainder of the downturn, but as soon as the recovery begins, the company will undoubtedly experience heavy turnover. Companies recognizing that employee-engagement is the key to continued quality output will not only survive the downturn, but will be poised to thrive when the expansion begins,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas.

“You cannot simply tell employees to ‘do more with less.’ There must be a back-and-forth dialogue to address employees’ concerns and fears. They must be an active part of the problem-solving process. And, in any situation, honesty is the best policy; employees deserve up-front communication when it comes to the state of the company and their jobs,” he added.

It appears that most companies try to do this. According to the survey, 58 percent said they had department supervisors meet directly with surviving employees to discuss any changes occurring as a result of the downturn and/or layoffs. However, only 12 percent provide post-layoff counselling and about one in ten did nothing at all to address post-layoff issues faced by survivors.

“The worst thing a company can do is nothing. The survivors of a layoff are dealing with a lot of emotions and, in many cases, increased workloads as they pick up the duties of their former colleagues. Many of those who remain after downsizing are stricken with survivor’s guilt. Others are filled with an enormous amount of anxiety, assuming that it is only a matter of time before the other shoe drops. The result of doing nothing in this situation will be low morale, low productivity and, eventually, high turnover,” said Challenger.

In a study of 200 companies be professors at the University of Wisconsin-Madison School of Business, found a positive correlation between layoffs and an increase in subsequent turnover. John Challenger proclaims that “Even in a downturn, companies do not want to be in a position of being understaffed. But being understaffed during an expansion could be especially damaging. At that point, they will be competing with other employers for the best candidates while, at the same time, trying to prevent their current workforce from being poached. How they treated surviving workers in the wake of layoffs will definitely be remembered”.

“Employers should have a plan for dealing with survivors before they make any job-cut announcements. How will workloads be adjusted? How will laid off workers be informed? How will survivors’ concerns be addressed?

“Even details such as the physical layout of the office should be addressed. Many companies overlook this, but it is not hard to imagine the psychological effects of coming into a workspace where large portions of the desks are empty, serving as a constant reminder of downsized colleagues,” said Challenger.

To obtain a copy of the Challenger Post-Layoff Survey Results from 2009 please email us at admin.qld@donington.com.au.

Why not pick up and read?

If you are looking for a way to enhance your knowledge or gain extra skills in the business sector intellectually why not choose a book. Below is a list of the top 10 books ranked by The Australian Institute of Management for July 2009. These books can be sourced from most leading bookstores including:

AIM Bookshops: http://www.aimbooks.com.au/
Angus & Robertson: http://www.angusrobertson.com.au/
QBD: http://www.qbd.com.au/index.htm

Even in these uncertain economic times there appears to be a skills shortage in the labour market

It has been reported that almost half of Australia’s privately owned companies are starting to struggle and as a result have implemented wage freezes and cancelled investment or expansion plans in preparation for the tough year ahead. Private companies in Australia represent the bulk of small and medium businesses and account for almost half of Australia’s economic output. KPMGs annual survey of privately-owned firms revealed that more than half of all the firms had laid off staff in the previous 6 months and a further one-quarter intended to cut their head count over the next 6-12 months and of these half expected to cut staff by 5-10 percent. However in a survey produced by AMP Capital in 2008 revealed that about 30 percent of firms’ struggled to find appropriate skilled labour. Thus even in the worst of times, the need for skilled labour still remains. For a third year in a row, a skills shortage was reported across all industries. It remains high in mining, manufacturing and utility sectors, showing the traditional trade skills are still in short supply.

If you are looking at increasing your skills, SkillsTech Australia is the lead TAFE institute for training in automotive, building and construction, manufacturing and engineering, electrical/electronics and sustainable technologies throughout Queensland.
Enrolments for July 2009 are now available to visit their website for more details CLICK HERE.

Donate and avoid the tax man

ACT for Kids is a not-for-profit organisation which works to give all Australian children the safe and happy childhood they deserve.

It may seem surprising but donating can really save you on tax, especially if you’re on the higher marginal tax rates of 41.5% or 46.5%. Even more surprising is that up to two-thirds of all donations aren’t even claimed. So put your tax-deductible receipts in a safe place and remember them when it’s time to complete your tax return!

Before you Retire you won't want to leave work without...............

1. A Money Plan
This may seem common practice, but did you know that one of the biggest regrets many women have is around money and retirement? Mainly they regret not starting sooner, saving more, and being better informed about finances. Yes, this also includes women with high-powered careers, making buckets of money. Many of these women have hidden their heads in the sand around money and haven't planned for the future they deserve. It's not too late to start, so if you're not set financially, get creative and start planning. Even if you have debts there are always options, see a financial advisor and create a plan to first erase your debts and then focus on future endeavours.

2. A Time Management Plan
Although one of the lures of retirement is not having to have a schedule it is in this that lies one of the biggest traps of retirement. Without a framework for your days, weeks, months and years, you can slip into a deadening non-routine.

3. A Purpose Plan
Whether or not your love your career, it's given you a purpose. A reason to get out of bed each day, a place to be where people are counting on you, a focus for your skills, abilities, and energy. If you can find a purpose for this next stage of your life, one that ignites your passion and literally pulls you out of bed in the morning, you will be set. If you haven’t already, consider a stint of coaching/counselling with a career management consultant at an outplacement services firm, such as Donington.

Work provides money in the form of income you can count on, time management in the form of a framework for your life, and purpose in the form of getting you out of bed in the morning for something that brings meaning to your life. As you design what's next for you, it is important to provide each of these for yourself.

For more information on life directions including information and action plans to help you make the right choices for the next stage of your life, whatever your direction may be.

Visit ipac’s link below:
http://www.ipac.com.au/ipac/ld.nsf/Content/Home

At Donington we offer Active Retirement Planning. This program provides individuals with the support and skills to cope with and understand the impact of retirement. It prepares them to deal with change and provides the tools to enhance clarity of decision making. It provides a safe, confidential process to express individual concerns and put in place plans to move forward to active retirement. Partners are welcome to participate in any/all sessions.

Is an Aptitude Test for me?

Aptitude tests are used to measure your mental reasoning ability, most commonly your numerical, verbal, comprehension, and abstract or spatial reasoning skills. These tests are usually timed and so the pressure can be quite intense and the results are compared to a general test group. These tests are a general indicator of your skills and ability, they are not utilised to dictate whether you can perform a certain job or role. Most corporations utilise an aptitude or psychometric test in order to gauge how a potential employee could deal with situations that are outside their realm of expertise. They are used to make inferences about your competencies, capabilities, and likely future performance on the job.

Aptitude tests are ideal for mind stimulation and they are valuable tools to assist in increasing your mental capacity, therefore it may be beneficial to do practise tests before an interview or meeting as 70% of corporations’ worldwide use these tests in their recruitment process. However there are many types of aptitude tests available from general to industry specific, so it’s just a matter of searching which one is relevant to your circumstances.

We have included 3 links to online line aptitude tests for you below:

General aptitude test:
http://www.3smartcubes.com/pages/tests/aptcomplete/aptcomplete_instructions.asp

Selection of specific aptitude tests:
http://www.psychometric-success.com/downloads/download-practice-tests.htm

Cognitive aptitude test:
http://www.onetest.com.au/home/assessmentmanagementsystem/cognitiveability.aspx?gclid=CM2asbCHkJsCFUwwpAod42ZHpA

GROWING THE GREEN COLLAR ECONOMY

Australia can take strong action to tackle climate change and create millions of new job opportunities, according to a major report released by ACF. The report, Growing the Green Collar Economy, identifies the employment impact of action to cut greenhouse gas emissions in Australia and examines the skills, training and workforce implications.

It is acknowledged in the report that achieving transition to a low carbon sustainable economy will require a massive mobilisation of skills and training – both to equip new workers and to enable appropriate changes in practices by the three million workers already employed in the key sectors influencing our environmental footprint.

Whether you are a HR manager with a long-term strategic vision or looking to build a career in construction, transport, agriculture, manufacturing and mining sectors then the report is definitely worth an in-depth read or even a general scan depending on your tolerance for academic writing.

To obtain a copy of the report click the link below:
http://www.csiro.au/resources/GreenCollarReport.html

Are Your Finances in Order?..

It’s good to know where you stand financially especially in this uncertain economic climate. Having a budget is a good way to manage your finances and increase your career resilience as it gives you a clear picture of where you are now and where you could be headed.

The Smart Money Guide Budget below is a step in getting your finances under control. This budget allows you to save your progress online and refer back to it anytime with the option to export it to Excel enabling you to share with your financial advisor. Just logon at http://www.smartmoneyguide.com.au/ and get ahead financially.

At Donington we are conducting a 2009-2010 Federal Budget session for senior managers on the 29th of July. This session will focus on key issues including superannuation, employee share plan benefits and executive remuneration planning along with helpful processes to assist you now and in the future. For more information please refer to the invitation posted on the tool bar.

Handling the Networking Call......From the Receiver’s Perspective

Coaching people in how to make those all important networking calls is an essential part of our service to our clients, but what about those on the receiving end. How do you help job seekers without risking your own productivity and reputation?

Here’s a few simple tips to follow:

1. If you are recieving several calls a week from people seeking help in finding a job, it’s always good policy to help if you can. Often the issue isn’t too many calls; it’s when the calls are from people for whom you cannot vouch. Start by asking callers what they want – whether it’s an introduction, job search advice or resume assistance – and then determine if you can help. A good tip is to give the person a 5 minute time limit to see if they can tell you their story succintly and articulately. You want to be able to determine if they know what they want and see what they bring to the table.

2. If you do plan to refer a caller to someone in your professional network or at your company, take time to sit down with the person first, because your credibility is on the line. Have them come to your office for a 30 minute information interview. If you refer them without doing this and they come across poorly to your network it will reflect badly on you.

3. If the best you are prepared to offer someone is general career advice or information about your industry, you can talk over the phone. Set a time for the call so you can get back to work quickly. The time limit will help you avoid becoming emotionally drained from listening and trying to help people in needs, particularly if you are taking several calls a week.

4. Use your connections sparingly and wisely, tap your most treasured contacts only for very important favours, otherwise you risk using up your own networking capital. If a person’s connection to you is very tenuous, give only general advice. On the other hand a successful referral can be a positive to your own reputation.

5. Always be kind to the job seekers as this is an extraordinarily difficult time to be unemployed. Tell them “I wish I could help but right now I do not see a connection with any opportunity”, then add that they can send their resume and if you see or hear of something that fits their background you will pass it along. At the same time, if you know you will never be able to help the person be upfront and honest to avoid building up false hope. If you can suggest an alternative avenue that you know of for them to pursue i.e. an industry association etc.

Career Wishing

Skills Shortage despite Economic Woes?

Results from Manpower Inc.’s annual International Talent Shortage Survey may seem surprising given the current economic downturn. The company says that 30% of employers worldwide are struggling to find qualified personnel. Positions in the skilled trades, technical work and engineering remain the most difficult for employers to fill globally.

Manpower surveyed nearly 39,000 employers in 33 countries and territories to gauge their ability to find the talent they need.

The 10 hardest jobs to fill are:

· Engineers
· Nurses
· Skilled/manual trades
· Teachers
· Sales representatives
· Technicians
· Drivers
· IT personnel
· Labourers
· Machinist/machine operators

Our observation of the local Queensland market would bear this out to some extent. For some businesses the economic downturn has not meant an increase in applications rather than an increase in the number of qualified candidates. Part of our role as Outplacement and Transition Consultants is to act as advocates for our clients and to help them highlight the in-demand skills and experience that they possess.

For some of the clients undertaking our Career Transition programs, their situation whilst unfortunate has provided them with a unique opportunity to acquire new skills in areas where there is a demand for certain skills. In fact many of the HR professionals with whom we speak are already looking to the future and see a skills shortage even more acute than the one prior to the latest economic woes.

Are you considering a career transition or simply wanting to acquire formal recognition of current skills in a trade or technical role? Why not visit www.skillstech.tafe.qld.gov.au and request a copy of their 2009 Program Guide.

The Redundancy Selection Process

At our recent seminar series on how to effectively manage the seperation process, many of our clients expressed an interest in learning more about the process of redundancy in light of the new IR laws passed in Federal Parliment and due to come in to effect on 1 July 2009. We thought the following steps may give you some initial guidance. In addition we are currently working with our partners in the legal fraternity to develop an integrated service that will help our clients to ensure their processes are aligned with the new laws. We have also created a supporting checklist. For a copy please email our Business Development Manager, Stacey Blanch at stacey.blanch@donington.com.au

Redundancy Steps
The following information below depicts the basic key elements under each redundancy step that should be addressed.

1 Ensure that the role is genuinely being made redundant.
Make sure that the role is not going to be replaced, and that the redundancy is not a result of the employee/s behaviour or performance. It is important to make sure that the job is justifiably regarded as being excess to operational requirements. All other alternatives to the redundancy must be examined such as reduction in overtime and redeployment of the employee/s.

2 The next step is to appropriately select and consult with the employee who’s role is being
considered for termination.
If an employer has a choice in which employee/s will need to be terminated then a fair and equitable selection must be utilised. For example, an objective test on the basis of each individuals performance. It is important to remember that the employee has the right to respond to that selection criteria.

3 The process of consultation then commences.
At this stage the employer has a private and confidential discussion with the employee to inform them of the pending redundancy. This consultation process should take the form of a meeting or meetings whereby the employee has the opportunity to discuss and query options with the right to reply to any of the criteria used for question.

4 A notice of termination to the employee is required.
The appropriate notice period will depend on the content within their contract, any notice period required by an applicable employment contract award, enterprise agreement, workplace agreement, National Agreement Preserving a State Agreement (NAPSA) or PSA and any minimal requirements set out in the federal legislation.

5 Redundancy Payments
Upon the finalisation of employment the redundancy payments will integrate amounts for accrued and untaken annual leave, pro rata long service leave, accrued but unpaid wages including overtime, accrued and unpaid bonuses or commissions, reimbursement of approved expenses and superannuation contributions (paid direct to the superannuation fund) calculated to the end of the notice period.

Note: The Fair Work Bill 2009 is anticipated to commence 1 July 2009. It is important to remember that the provisions relating to National Employment Standards (NES) and modern awards are anticipated to commence on 1 January 2010. To view the transitional provisions and consequential amendments bill please visit the Australian Government Website for more information.

"How to Effectively Manage the Separation Process"

Wednesday, May 20, 2009

Donington delivered its second breakfast session this morning which covered processes, skills, Do’s and Don’ts involved in every stage of the separation lifecycle.

This topic is so important as the number of staff whose roles are being redeployed or made redundant is increasing rapidly. The unemployment rate is currently sitting at 5.3%, an alarming 22.3% increase over a 12 month period and it seems likely that this trend will continue for another 12 to 18 months. As a result, Managers are experiencing difficulty as they try to plan and implement a separation process for which they have little or no formal training or experience.

Poor planning and implementation of the separation process will result in a Manager losing trust and credibility among survivors, therefore hindering their ability to motivate and lead staff out of the downturn. More serious is the effect of a badly managed separation on the exiting employee, which can result in an increased risk to the organisation and/or the wellbeing of the individual.

We have included a list of the top 10 tips for managing the separation meeting for you below.
See our contact details details above if you require any additional information or wish to speak to one of our consultants.

Top 10 Tips for Managing the Separation Meeting

ONE
Remeber that staff are PEOPLE and not just Human Resources.
TWO
Ensure that those delivering the message have been trained E.g. line managers and HR support.
THREE
Ensure that the staff are not on leave, RDO's.
FOUR
Ensure that the outplacement provider is provided with appropriate personal information.
FIVE
Ensure that you have a timetable with appropriate time between each notification.
SIX
Ensure that you have double checked calculations.
SEVEN
Ensure that you have* Letters of notification* Certificate of service* Pay calculations
EIGHT
Ensure that for whatever reason a change is made that payroll and the paperwork is changed.
NINE
Dont make it on a Friday or a public holiday.
TEN
Make sure that it is conducted in a private room and never in a boardroom.

I bet you will watch this twice!

This is a great example that if you are too focused on only one aspect you become unaware of what is happening around you.