Career dissatisfaction is a consequence of living your career, where sometimes you have periods of real satisfaction and other times less so. The important consideration is to objectively evaluate your situation. Is your job satisfaction motivated from within by the work you do, the cause you serve and the wellbeing that results? Or is it influenced by external factors such as reward incentives or working conditions?
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Motivating your team and keeping them productive
Ensuring that every member of your team remains motivated is crucial to the smooth running of your company. You can easily trace back your productivity and profitability to the hardworking and satisfied players on your team. The motivation of your team is what will keep your company steaming along after your marketing and strategy plans have been put in place.
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How to retain your high performers?
Losing good people hurts companies. The true cost of losing, replacing and reestablishing a high performer is anywhere from 150%-250% of annual base salary (Cascio, 2000). It’s a big concern when you read an article from one of our major recruiters suggesting that 67% of managers are worried about losing their high performers in 2012.
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On the spot: What to do when you are having trouble adjusting to a new position?
The first few months of any new job is like a fish out of water experience when you are trying to create a positive impression with so many eyes and ears fixated on you, and at a time when you are the newbie with so much to absorb. Forming relations and establishing trust from a stand-still position is never easy and then there’s the office hierarchy, corridor chatters and political shenanigans to sift through. Let’s face it, adjustment can be daunting whether your new job was by choice or out of necessity.
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The cultural fit: more important than experience?
Recruitment specialists often spend their time focusing on identifying candidates who have specific skills or experience that fit the role they are looking to fill. Yet in some workplaces, candidates with relevant experience are being overlooked in favour of those who are more aligned with the cultural fit of the organisation.
How recruiters spot a high performer
The productivity of a company lies with its people and their performance. This places the focus firmly on hiring the right people as to do otherwise can prove costly, with 44% of new hires in Australia described as “not good” according to recent research by a national recruiter. Further research reveals that 46.4% of managers in Australia and 49% in NZ found it difficult to find the right candidates in 2011.
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On the spot: Avoiding poor references
Facing the reality that poor references occur from time to time is something at Blue Sky Careers that we’ve come to expect. Thorough agencies like ourselves obtain preliminary references to rubber stamp quality performance and bolster application success whether it’s for contract or permanent employment.
How to build your pool of career sponsors effectively
When applying for a new job, your pool of referees or career sponsors should already be established and ready to act on your behalf from the get-go. Not responding in a timely manner to a request for referees can be concerning from a recruitment perspective, particularly where preliminary references form part of the application process. Having a referee have no knowledge that they had been nominated on an application is never a good sign.
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Faking references: Would you be tempted to do this?
When applying for roles, your performance in past positions as well as the impression you leave on co-workers really matters. Allowing prospective employers to call upon your referees can mean the difference between landing that new role or not.
On the spot: Championing yourself, how to strike the balance between arrogance and assertion?
At Blue Sky Careers, we seek assertion at interview because we want to see levels of confidence, credibility and authority in the way our candidates present their career skills and achievements. Being able to communicate with influence is a must and that requires a degree of assertion which is career-affirming and should not be mistaken with arrogance.