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Money Talks

Most people are inherently uncomfortable talking about money, particularly, candidates during an interview situation.  So how should you approach those tricky salary discussions in an interview? Expected salary Candidates may or may not come prepared with a range of numbers they expect. They likely know what they would like to get paid in a perfect world but it can be intimidating to be asked to put out a number – especially if it is for a junior position and they haven’t had a chance to figure out what they are worth. As an employer – be honest. Let them know if they are nowhere near the mark and remember to explain the benefits of the job as well, not just the salary. Candidates can be more likely to accept a lower salary if it comes with the right benefits to make the whole package seem more enticing.  Make sure you have done your research and that the salary matches what the candidate is expected to do in the role. If they are interviewing with more than one company you don’t want to come up short because you didn’t evaluate the current market for the role accurately. What to do if the salary range offered is less than they had anticipated This is interesting, and not as straightforward as you think to deal with.  To start with, don’t let them get..

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Time Management Tips

What can we say about time management that you don’t already know? There are volumes of information about this topic available for you to read and forget to implement. You could read books and study the subject until you’re blue in the face, but implement these 5 simple steps and you will be on your way to ACTUALLY making some improvement –  1.     DO NOT DISTURB! – do you need to constantly check your phone/emails? Make a time in the morning and a time in the afternoon where you will check your emails (preferably at the start and end of the workday) DO NOT check them outside these times. Put your “out of office” on or set your phone to do not disturb. Informing people that anything urgent should be phoned through and not emailed will allow the people who want something from you to prioritise before you even see the task. Let them know in an auto-reply when you will be checking your emails and if anything requires urgent attention they should phone your mobile. 2.    Short sharp bursts – don’t think you can concentrate fully for 5 hours, try shorter periods with a walk in between. Committing to concentrate on one thing for 30-40 minutes greatly increases your ability to focus. Let your brain know it only has to focus for shorter periods at a time – in between,..

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How to Achieve the…

Work/Life Balance You’ve done the hard work, attracted and signed the right employees. You offer attractive remuneration packages and an inspiring workplace. Your employees are hard workers in a very competitive world. Demands on our time and distractions are assaulting us like never before. There are 3 simple steps you (and your employees) can use to tip the balance in your favour. 1.       Time management As much as we like to think we can, human beings were not meant to multi-task. There are slight exceptions, such as listening to classical music to focus, however, for the most part, switching between tasks continuously is distracting and prevents us from using our time in the most efficient manner. If you find it difficult to concentrate for long periods without some distraction then try working in shorter bursts. 25-30 minutes concentrating fully on one task. Once that time has elapsed take a short 5-minute break, but make sure it is a break. Go for a walk and clear your mind. Return then to the task at hand. Concentrating fully on a task for shorter periods of time will enable you to complete the task quicker, meaning you won’t have to spend time at home thinking about work. 2.       Health The advice can be horribly conflicting. Eat less fat, eat more fat, stop eating sugar, go vegan, go vegetarian, follow a keto diet – the list..

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Push & Pull

‘Pull Marketing’ & your Career……Never search for a new job again! For those candidates that have worked within a particular sector for a number of years, this article is for you!  First up, what’s ‘Pull Marketing’?? To understand Pull Marketing we need to look at both Pull & Push Marketing which is basically how a consumer is approached by a business through promotional activities.   Push Marketing is when a business is taking their products to a consumer through promotional activities hence, ‘pushing’ their efforts out to a target market. You walk through a Department Store and an Employee working in the Fragrance Department provides you with a sample of the perfume. Often, that’s the first time you’ve experienced that product. Pull Marketing is the opposite. It’s the communication of information to attract the customer and ‘pull’ them in. This helps to ensure a product will be a household name and often the customer will promote the business for you ‘SB Recruitment is great. You should call them to find your next staff member’.  J  It attempts to create loyalty amongst their customers and ensure they keep coming back for more. So, how does ‘Pull Marketing’ apply to you and your future career opportunities? You want companies to be attracted to you so you are headhunted into their business. Quite frankly, you want them to chase after you, not the..

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Keeping the team engaged

Keeping your team engaged in a tough environment….. It’s fair to say, working in the credit industry can be a tough gig! Credit professionals not only have to deal with challenging customers but also push back within their own organisation. Couple that with often repetitive tasks and even the most experienced Credit Manager can find it difficult at times to keep their team engaged. Team engagement is more than just a couple of buzz words. Organisations are consistently seeing a correlation between engaged staff and profitability and I have no doubt, you as a Manager’s also see a correlation between your team’s engagement and the outcome of their activity. So, how do you ensure you keep your team engaged during a challenging period? Buy-in To inspire people to give their best they must believe in the cause or direction they’re going in. When team members are united in belief, they will all be on the same page and working with passion. A simple way to achieve buy in is to empower your Credit Team by including them in discussions. Ask for your team’s opinions and ideas on how planned tasks can be accomplished. Have you sat down with each of your team to find out what motivates them and why they come to work each day? Once you’ve been able to ascertain their individual motivators you can align them with..

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Stay calm, change isn't…

Your valued team member has resigned, what next….. Sooner or later, even the best employer is going to have a staff member resign. There are many situations which are out of an employer’s control – an interstate move, they’ve been tapped on the shoulder for an outstanding job opportunity, they’re no longer passionate about a career in Credit etc. Whatever the reason is that your stellar staff member has decided to move on, this is a great chance for you to develop your Managerial skills. Change is always difficult for a Team. You could have a team who opens their arms to new opportunities, new systems, innovations etc but any team (solid or a little shaky) is going to experience a little hiccup when a staff member resigns. When your staff member leaves their knowledge, skills and business relationships will move on too. So how do you, as a Manager, lead your Credit Division during this period to ensure the culture isn’t rocked too much and that your targets are still being achieved? Stay calm! Resigning is a really difficult thing for most people so the last thing they need is you crumbling into a mess on the floor, begging them not to leave you during a busy period.  Getting angry at the situation won’t help either! You need to remember, just because this staff member is looking to move..

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Work Hard, Play Smart

Artificial Intelligence in The Workplace Artificial Intelligence (AI) is becoming an increasing presence in our workplaces. With technology becoming smarter and requiring less of a human touch we are free to pursue other tasks, as it makes smarter and more accurate predictions and streamline our lives. Artificial Intelligence is designed to think like humans, seek out patterns and make decisions based or select an option based on the information available to it. As it improves its’ ability to do these things it provides us with freedom and insights to improve the way we do business. Automation – Automation is taking a function from being manual and requiring effort, to being automatic and working by itself with little or no human interaction. Automation of tasks saves time, freeing employees up to perform other tasks. Industries across the board have been slowly automating their workplaces for many years. Although there can be resistance when a particular function is automated, as it makes employees performing certain roles redundant, it is overall a positive move. Predicting trends – AI is improving every day at predicting trends, with the increase in data we are able to feed it. When presented with credit card transactions, search history and location can give an accurate predictive power that is invaluable to companies. Human beings are creatures of habit. AI can predict what is coming next with increasing accuracy..

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INSOURCING VS OUTSOURCING

BENEFITS OF INSOURCING VS OUTSOURCING We live in a disposable world, where we can get what we want when and where we want it and more and more businesses are outsourcing traditional business functions and roles such as payroll, IT, graphic design, call centre work. By outsourcing you can pay for specialists to run specific functions of your business without the overhead of internal staff departments, training and technology costs. While outsourcing functions of your business can seem very appealing for many reasons there are a number of benefits to insourcing your business requirements as opposed to outsourcing. Less risk. When keeping services in house you have clear visibility of hours being worked, project outcomes and ability to control risk with a mitigation strategy, whereas with outsourced servicing you are reliant on another organisation and carry a large risk of damage to your brand services. Better visibility of the services provided. Take for example an outsourced call centre. While outsourcing services such as these oversees may be a cheaper option with larger volume, there is a lot less vision of how your calls are being answered, what is said and the impression your customers are getting. If your call centre is locally based you can implement the management and supervision of employees to ensure the quality of the customer service your organisation strives for is bring correctly represented at all..

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Recruiting Superstars

TIPS FOR RECRUITING IN A CANDIDATE SHORT MARKET So many jobs, yet it seems harder than ever to fill that position with the right talent, and for some industries it is a never-ending battle. We’ve put together our top tips for recruiting in a candidate short market below. Good luck! Make social media work for you. A targeted LinkedIn recruitment campaign or specialised search can find you exactly the candidate you want. Then it is just about starting the conversation about what it will take to move that person over. Be willing to offer more, and not necessarily in wages. If you have found the candidate you want, but they are happily working for another organisation you have to be willing to think outside the box in terms of how you can secure their employment. For most people in a time short world giving them a non-monetary value is what will cause them to shift. Think more holidays, flexible working conditions or part time hours. If you ask the right questions, you may just be able to secure that super star candidate. 4 day working weeks are on the rise, and with a proven rise in productivity you may just be able to get more for less! Show your heart. Never more than now have workers been more motivated by social causes. You can stand out from competitors by showing..

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The Benefits Of Benefits

Company Benefits in todays workforce…. As the demand for talent becomes increasingly high, organisations are working hard to attract and retain their talent with the benefits they offer their workforce. Some of the larger companies in the market are offering: Discounted private healthcare (this is a big-ticket item which you tend to find in American organisations) Lunches/breakfasts/fruit provided etc Mentor programs / career development opportunities Study support which comes in the form of time off for courses/exams, financial support, mentors etc. Attractive bonus structures based on individual performance and/or company performance Gym memberships and/or money towards wellbeing initiatives (flu vaccinations, massages, dieticians etc) Parking for all staff Social clubs Retail discounts/product discounts Purchase additional annual leave Share options Salary sacrifice for childcare, technology, cars etc. Employee Assistant Programs System (for employees and their families) Flexible working hours/flexible work conditions Superannuation initiatives Volunteer initiatives   If you’d like to hear more about the benefits in the market today, please feel free to call one of our Consultants on 02 9002 5000.

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