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NEWS / BLog

  1. Things you need to know when negotiating your salary Carolyn Loton 12-Dec-2018
  2. Finance & Accounting Salary Review - 2018/19 Carolyn Loton 04-Dec-2018
  3. How to Network Effectively Sara Eriksson 28-Nov-2018
  4. Economic Outlook for 2019 from Shane Oliver Sara Eriksson 23-Nov-2018
  5. Win that Role – Tips for Successful Interviews Sara Eriksson 20-Nov-2018

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Testimonials

“Moir Group has the ability to provide constructive advice. They have a clear understanding of their subject matter and provide practical alternative solutions, which greatly assist in resolving issues.”

Domenic Chiera, Chief Financial Officer, Lake Maintenance

 

“I can confidently recommend Moir Learning as a great resource to assist someone entering the job market. As a new immigrant, Moir Learning Services took the time to review my CV with me and offer suggestions on how to better align it to the Australian style. They also offered feedback and advice to help me better myself in the marketplace. They were a pleasure to work with.”

Katie Zuzek, Senior Project Accountant (contract), International HR and BPO

 

“After spending time with Moir Learning Services, to go through my resume and LinkedIn account, I have learned techniques in maximising their use and I have gained more confidence in my job search. I’m highly recommending this session to anyone who has just come back into the job market.”

Belinda Beattie, Senior Commercial Finance Manager, Apple

 

“Matthew Talbot Homeless Services are pleased to acknowledge and commend Moir Group for their commitment to the ‘Work it out’ Program. The importance of the program can, and will, make a major difference in assisting our clients to seek employment and help rebuild their confidence and self-esteem.”

Julie McDonald, General Manager, Community & Corporate Relations, St Vincent de Paul Society – NSW

 

“I completed a CV/LinkedIn session with Moir Group and it was absolutely brilliant.  I've come away with the confidence that they are up-to-date and professional.  I would recommend this session as a worthwhile investment for anyone re-entering the job market.”

David Kneeshaw, General Manager, Finance and Business Operations, Intercompany and Stock

 

“It is excellent to work with an organisation that is able to adapt to our needs so willingly and effectively. The facilitators are always professional and committed to ensure that all participants involved are provided with personal attention. Feedback from participants of each workshop is outstanding. Moir Group displays a capacity to reach out to the disadvantaged; they offer compassion to individual needs and provide real practical advice to our service users affected by homelessness, or at risk of homelessness. ”

Caterina Giuliano, Program Manager, St Vincent de Paul Society NSW Support Services Ozanam Learning Centre

 

“The people at Moir Group understand our requirements and consistently provide quality finance and accounting people to our team.  I would recommend Moir Group to those who are looking for professionalism and transparency in a recruitment partner.”

Mark Roberts, Director , Human Resources, amaysim Australia

“We have worked with Moir Group on a number of projects over the last 12 months. I have found them to be helpful and reliable in producing quality candidates for our business.  I would have no problem recommending Moir Group for finance recruitment needs and will definitely work with them again in the future.”

Kim Van Der Poel, People Advisor, Dalkia Energy Solutions

 

“With the understanding and knowledge Moir Group have acquired of our business over the past 2 years, they are capable of meeting our exact requirements and we can always rely on them for high quality candidates. They are not only reliable and efficient, but, very friendly to work with. If asked, I would recommend Moir Group’s services.”

Raheel Irfan, Group AP Manager, Idameneo Pty Ltd

 

“Moir Group have consistently introduced quality candidates to our organisation. Their experienced team and willingness to understand the client ensures the right people are employed and gives me every confidence in returning to Moir Group for recruitment advice and assistance.”

Chris Mamarelis, Chief Financial Officer, The Whiddon Group

 

“Moir Group assisted Steadfast in the recruitment of multiple roles. I enjoyed working with them and they delivered excellent outcomes and displayed a high level of professionalism and integrity at all times”

Rosalie Lau, Group Financial Controller, Steadfast Group

 

“I thoroughly enjoyed working with Moir Group. Their style is professional and thorough and they worked hard to source some excellent talent for our business.”

Sandra Cittadini, Senior HR Manager, SunRice

 

"We needed to build a quality team in a short space of time and Moir Group were key in assisting us. They listened to our needs and presented the right people to help us develop the culture we had begun building. As a result the transition has been an overwhelming success.”

Gary Margetson, Head of Shared Services, News Corporation

 

"We have been working with Moir Group for over 12 months now and have filled a number of senior roles. Their feedback, preparedness to challenge, as well as provide sound advice, has been invaluable to us. They constantly sought to understand our needs, to refine that understanding and to ensure we were able to continue moving forward. Their service throughout the process was exceptional.”

Carol Pegler, Director of Human Resources, Bard

 

“Integrity, professionalism and the desire to find the right fit between candidates and prospective employers - it was a pleasure to experience these attributes with Moir Group. Their commitment to finding the right role with the right cultural fit was second to none and I’m looking forward to maintaining my relationship with the Moir Group well into the future. The Moir Group does indeed stand out from the rest.”

Paul Wiggins, Global Financial Shared Services, Fosters Group Australia

 

"Thank you very much for helping to deliver outstanding candidates for this role. In comparison with other agencies, working with you was pleasant, professional and provided a great outcome." 

Stuart Rennie,Church & Dwight

 

"Moir Group handled this process in an exceptionally professional way." 

Craig Adams, Chief Financial Office, Clarendon Homes

 

"I will definitely stay in touch with Moir Group, I hold your company in very high regard and appreciate that your employees are genuine people who care about others, not just the outcomes."

Michelle Adam, Finance Manager, Woolworths

 

"I have dealt with a number of recruitment agencies, but by far Moir Group stands head and shoulders above all of them. I have found the engagement experience with Moir Group to be ground-breaking, new and so refreshing."

Hamilton, Candidate

 

"It was an absolute pleasure working with the wider Moir Group team and please be advised that I have recommended Moir Group amongst my network from both a candidate and client perspective."

Tim Howells, Software Controller, Microsoft

 

"The feedback, advice and enthusiasm Moir Group exhibits is absolutely refreshing. Hugely impressed with Moir Group."

Chris McFadden, Candidate

 

"A quick note to say thank you so much for your kind words of encouragement. Various conversations with your team and their positive attitude and willingness to explore options with me simply reinforced to me that you understood that its about people's lives and not just the numbers."

Tendai Des Moyo, Chief Financial Officer, Energy & Water Ombudsman NSW

 

"Thanks again for your personable professionalism and delivering on the promise of the Moir Group brand.

Wayne McCusker, Managing Director, Church & Dwight

"Moir Group thank you so much for your superb professional advice and warm encouragement. I'm very grateful"

Cherry Liu, Candidate

 

"Moir Group is great and I thoroughly enjoyed working with you as a company. You are very good at what you do, always have a good understanding of me & our business and are great people to deal with.

Kristian Mertens, Chief Financial Officer, Norman Disney & Young

 

" Moir Group is the best agency in Sydney without a doubt, your professionalism and kindness is rare these days." 

Alessandra Rizzo, Commercial Analyst, Inghams Enterprises Pty Limited 

 

"Moir Group really stand out in comparison to other agencies, you work together as a team and genuinely are passionate about finding people a job. The fact that I felt this when I first met Moir Group and still feel it now means it must be an important part of your culture as a whole, it sets you apart from all other agencies. Moir Group are by far the best!”

Steven Davies, Candidate

 

"Angela has been a valuable resource and support in bouncing ideas off in a competitive job market. She has a depth of knowledge, shown great empathy and I have found her advice to be relatable and grounded. I would highly recommend Angela to someone seeking advice in their job search."

Linda Lukban, Candidate

 

"I'm glad that I have met the right people! Job satisfaction  = fulfilled life - says it all.." 

Annake Dippenaar, Candidate 

 


Moir Recruitment News


Trends And Why Leaders Of Tomorrow Need To Understand Consumers"

Wednesday, May 10, 2017

"Trends and why leaders of tomorrow need to understand consumers" - Reflections on Simon Corah's recent presentation

In the workplace of today, many of us are dealing with multiple short term demands and a pressure to fight fires. It is not always easy to find or justify the time to consider trends in the wider market, with questions such as "where is the market going?" and "how do we ensure our strategy focuses forwards, not backwards?" So, how do we discern between trends and fads?

This post argues that to be successful, leaders of tomorrow need to find that elusive time and focus, no matter what your background or function, and balancing short term demands with a deep commitment to understanding consumers.

According to a Simon Corah, CEO of the Sydney based Growth Mantra consultancy, trends are integral to strategy, and if we ignore trends or misinterpret them as passing fads, we are at risk of being left behind, with such high profile examples include Kodak and Nokia.

Simon argues that it is consumers that leaders of tomorrow, should look to because consumers set trends.  By focusing on consumers and what consumers are doing, we can gain those valuable insights and a deeper understanding of where to head next. 

At a recent Moir Group event, Simon highlighted the following eight super- trends:

PersonalisationThink some of the latest health apps. Google Health sells tailored health insurance based on your unique DNA and is one of the fastest growing health insurance offers globally.


Artificial Intelligence and Robotics. - It is predicted that automation will grow exponentially in the next few years.  On the one hand many jobs are predicted to become obsolete.  One example often sited is routine compliance work.  Yet on the other hand, a new breed of jobs are likely to grow in their place, including those of which we haven't yet heard much, such as automation ethicists or automation economists.


Share economy. - This trend is already well underway - consumers are demonstrating less interest in ownership and more interest in paid access or subscription.  Air BnB is one example.  Another is Spotify.


Open Innovation.- The STAR Alliance in the airline industry illustrates the trend towards collaboration in instances where there is no geographic competition.


Transparency.   - Simon's example for this super-trend is Nike.  Remember the storm in negative publicity that Nike experienced when the public learned of their abusive labour practices.  Manufacture was outsourced overseas with workers being paid as little as 14c per hour.  Having hit rock-bottom, Nike used transparency to address the potentially catastrophic scenario, publicly acknowledging their issues and printing a full list of contracted factories.  Nike improved overseas workers pay and conditions, and published a detailed report on working conditions -'warts and all', embracing transparency to rebuild trust with consumers. 


Simplification.  An obsession for us at Moir Group and many leading businesses who continually strive to reduce complexity and get closer to making the customer journey as easy as possible.  Amazon is seen as a world class benchmark in simplifying the consumer experience.


Privacy and Security.   - Another trend with which we are already grappling with.  Large companies such as Facebook and Google hold vast amounts of personal data.  What level of privacy are we as consumers prepared to accept?  Concurrently, as businesses we are all gaining more and more information about current and potential customers.  How do we make use of this rich information responsibly, protecting the safety and interests of our consumers and ourselves?


Convergence.  - The traditional distinction between many industries is blurring and as businesses evolve and adapt to the rapidly changing landscape, another super trend relates to convergence.  The home furnishing business IKEA is also known for its food. Is Apple Home a technology offer, a home improvement or an electronics service?  And importantly, what business are you in?


Bluetooth-enabled bandaging can now monitor and potentially revolutionise wound care.  How about a Light N Easy menu based on your unique genome?  Can a 3D printer produce a replacement human organ?  Metromile's pay per mile insurance is an example of personalised insurance, which is extremely attractive  to low mileage drivers.  And swim suits can now alert the wearer when they are getting burned.  While we don't know what will work, if we don't try we will be the next Kodak? By gaining a deep understanding of consumers, their current behaviour and where they are moving, leaders of tomorrow give themselves the best chance of adapting to our rapidly changing world and the best opportunities for future success.


If you'd like to know more about Moir Group's progress in developing a deeper .understanding of our candidates and clients, I would love to hear from you, please contact me on 02 9262 4836 or stephenmoir@moirgroup.com.au.


And to learn more about Simon Corah's exciting work at Growth Mantra, see www.growthmantra.com.au



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Get Real Boss; Unlocking Potential Through Authentic Leadership with Mark Bilton, Managing Director, Thought Patrol Pty Ltd

Monday, March 13, 2017

Moir Group recently hosted Mark Bilton, Managing Director of Thought Patrol, who delivered some insights on how to overcome some of the many challenges faced by the leaders of today and what qualities make a modern leader. Mark drew on his more than 20 years of experience as a CEO where he led organisations through transformation, cultural and strategic change. Mark led companies such as Gloria Jeans, where he oversaw in 40 countries, Hagameyer Brands and Charles Parsons, and is now Managing Director of Thought Patrol whose aim is to ‘enable leaders and their organisations to realise their full potential’.

Traditional ideas of leadership have included the likes of dictation, power and self-promotion, however, many organisations and business leaders of today are understanding the importance of leadership for the benefit and betterment of a larger group. Everything stems from leadership, most of us know the phrase, “People don’t leave bad companies – they leave bad bosses”, we hold expectations of leaders and of ourselves in leadership roles. Yet trying to be something we are not is unrealistic, unrewarding and not sustainable. Mark examined exactly what makes an effective leader and how exactly businesses will be able to move forward in the modern age of technological advances, globalisation, and evolving needs of employees.

Even with the abundance of information available today, CEO’s and senior managers know that to stimulate their workforce they need to create a strong culture that meets the needs of those under their direction, so how do leaders set about creating a productive working environment? Mark talked about how today's employees need to feel part of the decision-making process and shaping the overall vision, leaders need to adopt a collaborative approach as well as inspiring employees towards a vision and establishing confidence and trust. Leaders also need to be influential, others are more likely to accept your ideas or direction, authority implies no such acceptance, people often obstruct change and initiatives because of resistance to authority.

A key component for building trust with others is empathy, show that you are aware of your employee's feelings and appreciate those feelings, even when you don’t agree with them, it builds trust. Innovation is also key to distinguishing between a leader and a follower. Mark commented, ‘if your environment is too structured innovation does not thrive, challenge the status quo and make sure innovative ideas are listened to’. Who you are ultimately drives what you do and how you perform, it is important for leaders to find balance in their life and ‘respect your authentic self’, being grounded often results in more effective decision making.

A strong leader is passionate about what they do and the people they are doing it with, they have strong convictions, John Maxwell said that ‘a great leader’s courage to fulfil his vision comes from passion, not position’. Finally, being ethical means doing the right thing, even when doing the right thing isn’t popular or easy to accomplish, Mark said that ‘if you not a moral or ethical person you really have nothing’.

       

Thank you to everyone who came along to this event, if you would like more information on upcoming events please head to our Events Page and join our community by liking us on Facebook , following us on Twitter and connect with us on LinkedIn to stay up to date. 




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The Challenges And Opportunities Facing the Global and Local Economies In 2017 And Beyond" with Paul Bloxham, HSBC Bank Australia.

Monday, February 27, 2017

Moir Group recently hosted Paul Bloxham, Chief Economist for HSBC Bank Australia who delivered a comprehensive overview of the local and global economic projection for 2017, titled ‘Challenges and Opportunities Facing the Global and Economies in 2017 and Beyond,’

The Australian economy has been doing well as compared to other major world economies, specifically, between 2007 and 2015 the economy has expanded by 23 percent. It has outperformed the economies of other countries such as the US which expanded by 13 percent, Germany by 8 percent and the overall European Union economic expansion of 3 percent during the same period. This achievement is attributed to the association of Australia with China and other Asian countries. For instance, the economy of China has expanded by 93 percent from 2009 and the Australian economy has been one of the major beneficiaries of this growth.  Paul emphasised that this has been achieved by Australia’s maintenance of strong ties with China, in catering for the Chinese demand for services and agricultural products. He also believes that the new US administration and political developments in within the European Union may indirectly pose a prospect of growth to Australia through China’s economical demands.

If the proposed 45 percent tariff on imported goods from China will materialize in the US market, the Chinese export of manufactured goods to this market will decrease. Paul then goes on to discuss that in order to prevent slow economic growth, China will be forced to shift its economy from being manufacturing export oriented to a domestic consumption economy. There will be an increase in infrastructure development which will lead to an increase in demand of hard commodities. This in turn will translate to an increased demand of Australian iron ore which will boost the mining sector’s contribution to the gross domestic product. Australia will also increase in exporting its expertise in infrastructure development to China.

Currently the Chinese economic growth is increasingly driven by the services industry. Australia is a champion in provision of services which include education, financial, medical and tourism. In recent years, there has been a great increase in Australian export of these services to China. For instance, by 2014 the number of international students from China in Australia reached 90,000 and the number of tourist has increased from 350,000 in 2009 to 1.3 million, representing an annual growth rate of 20 percent for Chinese tourists visiting Australia. Paul believes that the export of financial services has also been doing extremely well, and as such, the establishment of Australian banks within China has already occurred. Furthermore, if the Chinese economy will shift from being manufacturing export oriented to a more domestic consumption focused economy, the wages will increase which will translate to a rise in their middle-class income. This means that the demand of services from Australia in the Chinese market will continue to grow as the middle-income group will increase their spending in tourism, education and in search of better health services.

Paul predicts that there is a strong likelihood that China will reciprocate on the US proposed tariff on her export and reduce its importation of Agricultural products from US by imposing tariffs or other trade barriers upon them. This in turn, will be another opportunity for Australia to increase its export of agricultural products to China. In addition, the Chinese government have been exporting low cost manufactured goods to both the West and European Union markets but then retaining the gained profit by buying their government’s securities and loan advancements. However, the China’s future prospect in these two markets has been threatened by the new US administration and political developments in the EU such as Brexit. It is believed that there is therefore likelihood that China will redirect its foreign direct investments to Australia as a further reciprocation of these threats in its international terms of trade. The real estates and renewable energy sectors are the sectors that will continue to benefit from China’s ties to Australia. There will also be great opportunities for Australian companies to invest in China as the trade ties between the two states continues.

China has been, and will continue to be, Australia’s largest trade partner both in export and import. With the free trade agreement between China and Australia, commodities will continual to flock to the Chinese market than from any other part of the world. Since the commodity prices in Australia have been on the rise, Paul projects that Australia will reap huge corporate profits from this trade, which will also increase the government taxes. As the economy of China goes under a transformation, the Chinese demand for some sophisticated manufactured goods from Australia will also increase. Other resources such as coal and different expertise will be exported to China.

The Australian economy has been benefiting much from its strong ties with China than from any of its other counterparts, says Paul. The failing terms of trade between China and the rest of the world will indirectly spur an era of economic prosperity to Australia. In closing, Paul emphasised that Australia should seek to continue in strengthening its trade ties with China in order to reap the economic benefits.

Thank you to everyone who came along to this event, if you would like more information on upcoming events please head to our Events Page and join our community by liking us on Facebook , following us on Twitter and connect with us on LinkedIn to stay up to date. 


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Economic Update

Monday, August 15, 2016

Moir Group have the pleasure of hosting Stephen Walters, Chief Economist - Advocacy, Australian Institute of Company Directors this week. Stephen's discussion will focus on a number of key themes about the global and Australian economies and what they mean for businesses, households, the policy outlook and financial markets. Current Issues such as these will be covered at his presentation:

  • Global economic outlook, including an assessment of China and the US and the fallout from the recent UK Brexit vote;
  • How Australia’s rotation in the sources of growth away from mining is progressing – why is the transformation happening at glacial pace?;
  • The forces driving the domestic income compression that makes the economy feel weaker than it is;
  • ZIRP – living in a world of zero interest rates – what comes next? Helicopter money in Australia?
  • Australia’s AAA credit rating – does it really matter if we lose it?
  • What can Australia look forward to in terms of our long term drivers of economic growth – China’s future consumers won’t buy ship-loads of iron ore.

For more details head to our Events Page


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Are Retail Leaders Up To the Challenge?

Tuesday, July 26, 2016

Many Australian industries are doing it tough and Australian retail is no exception.

Imagine, however, we could fast forward and retail had become one of Australia’s defining industries - a significant number and variety of local organisations were thriving, the industry had regained its old entrepreneurial courage, and new tools and tricks were helping Australian companies and their leaders to navigate and shape the global industry.

Anita’s presentation will consider the gap between where we stand today and the future we want for the industry.  She will explore the challenges for leaders to reduce the gap at both an organisational and industry level.  Her presentation will draw from and compare her work and experience in both retail and in high growth organisations, and intend to leave leaders with practical solutions as well as more to consider. 

For more details head to our Events Page


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"How To Successfully Expand Into The Asia Region”

Tuesday, June 14, 2016

Last month, Moir Group hosted Richard Grupetta, Partner for the Asia Practice at Grant Thornton Australia.  Richard addressed the very popular question many businesses are currently asking “How To Successfully Expand Into The Asia Region” and the steps you need to take to best ensure a positive result.

Richard addressed the reasons for the attraction to Asia and how the global economic “centre of gravity is “irresistibly” shifting to the Asian region. This dramatic acceleration of growth is predicted to continue well into the future seeing a significant decrease in business interest in Europe occurring at the same time.

Richard focussed predominantly on Japan, China, Korea, India and Indonesia with the most attention based on China as it is:-

  • Australia’s largest export market

  • Has a population of 1,368 million people

  • GDP growth rate around 6.8%

  • It is a transitioning market – growth in consumer, manufacturing and services markets

  • Growing online business

  • ChAFTA (China-Australia Free Trade Agreement)

  • Growth in Food/Beverages, consumer goods and education sectors

Richard then explained his 5 step approach when approaching the Asian market.

  1. The best fit approach – Are you Asia ready?? Define your product/service, who are your competitors etc

  2. Market review and ‘What if’ development – what is the market? Research!

  3. Best options to decision

  4. Budgeting and preparing for success

  5. Roadmap development

Richard explained his strategy for market entry, expressed the importance of the people you involve and where to get financial support both at a State and Federal level as well as in-market support. There are also useful contacts within the Australian Alumni such as the NSW Business Chambers who can provide support and advice and of course the expert services provided by Grant Thornton. 

Thank you to everyone who came along to this event, if you would like more information on upcoming events please head to our Events Page and join our community by liking us on Facebook, following us on Twitter and connect with us on LinkedIn to stay up to date.


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Robots are us, bring back the human…and Happy Easter!

Thursday, March 24, 2016

Robots are us, bring back the human .. and Happy Easter! by Karen Ryan, Director Temporary and Contract Recruitment

We are already well into another year with school holidays just around the corner. It’s a great time to reflect on what is already a fast moving 2016 and yes, humanity! 

Sounds a bit dramatic doesn’t it, however sometimes we do need to stop and take a breath. Given the speed of change these days we all need to look up and remember what is at our core and what makes us tick.

With text now overtaking talk, words that once meant one on one communication such as “Connect”, “Like” & “Share” now meaning not having to talk at all, potentially reaching 1000’s in the one “hit”, it is important we remember we are all human and need each other more than ever. Embrace social media because it’s the way of the future and it’s moving faster by the day however, don’t let it steal the essence of the word “social” from it’s true human meaning. 

We at Moir Group, hosted our annual Christmas Party late last year where our clients, candidates, suppliers and others in our community came together. We ate, drank, talked and listened to each other.  We re-connected with people we had placed, or helped make placements with, with speakers from our many events and others who have been a part of our story over our nine-year history. It really was a special event and there was barely a phone in sight.  The reason being it was hard to balance food, drink and a handbag and be tweeting, checking in or looking at what was going on at other gatherings on Facebook! 

We were forced to be in the moment and the atmosphere around the room was one of real engagement and true bonding.  People were actively listening to each other, sharing work and personal stories from the year.  It is so important over this year and as the Easter holidays are upon us, to do this when you are meeting your friends we see so rarely these days, or the family you find hard to catch up with.  Be in the moment! Everyone else is also having drinks, eating wonderful food and catching up with people in nice locations, so there is no real need to show them what you are doing.  We are all doing the same! So just before you post, share or even take a photo for the masses, be in the moment and remember you care about those you are with so listen to them and share first with them.

I am from the generation that remembers the joys of face to face communication and the depth of relationships, so let’s pass this onto the next generation.  Keep the real links and demonstrate why that matters to those you care about and the rest will follow. Communicating with the masses is important and a way of the future, really communicating with people face to face and one on one and caring about them, is so precious and valuable. 

Give a little of yourself – have a laugh and remember no matter how senior in work you are or how little years of experience you have, you have a story to tell and we can all learn from those you meet by truly engaging with them.  Don’t forget to continue to add to your human profile and not just your Linkedin one! 

Have a great Easter holiday break, and I look forward to hearing your stories throughout 2016, not just reading about them with everyone else!  And yes, you can share this if you like!  



 


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Experience on Tap!

Monday, March 14, 2016

Experience on Tap! by Karen Ryan, Director Temporary and Contract Recruitment 

At Moir Group we see great value in experience.   Even internally, we have many mature, experienced people working across all areas of our business.  Our team all work well together, we add value to each other no matter what their age or the stage of their careers and we all learn from each other. This is one of our secrets to success. 

Recently we have placed a candidate who offered a wealth of experience in activity based costing, project and change management, stakeholder engagement and who was a qualified and highly experienced finance professional.  He was easy to help because he was flexible on location, rate and the length of contract and came with excellent references.  He was also extremely grateful for the opportunity to work and he promised to deliver and add value to the client.  His attitude was extremely positive and he offered many years of experience.  He will be highly successful in helping our client understand the changes needed in their organisation and then he will easily gain their respect internally and externally to implement these changes. We didn’t ask his age or even know it until we had to do a police check as part to the client’s HR policy and only then we discovered that our candidate was 72.  He has the attitude and passion and energy and experience to perform and deliver and that is all that matters to our client and us.

Our candidates come in all ages and stages!

It is easy to say, we rate and support and find excellent roles for our candidates who are first movers or newly qualified.  Our Emerging Leaders who have commercial and chartered experience are also easy to place in permanent and contract roles. We support and help candidates to secure roles with excellent organisations. 

But what about those who are at the next stage of their careers?  Or those who have been made redundant or moved states or countries later in their working lives?  They are likely over 50 years old and because of this, they have a world of experience to offer our clients.

Candidates who are immediately available, mature in their approach and attitude and who offer broad and varied industry and technical experience, are highly valued by our contracting team and our clients.  

Another candidate we placed in a highly specialised Procure to Pay Project was in her late 60’s.  Again we only knew her age when the client needed a date of birth for internal system log on. They actually thought we had made a typo! Her references were strong and showed someone with a no-nonsense approach who gets on with people in a direct and effective way and gets results.  There is no time wasted on Facebook, chatting, or on office gossip. She simply does a good job, with a strong work ethic and years of experience in the area our client needed.

There are roles which can benefit from experience offered by our more senior Financial Controllers, Chief Financial Officers and Finance Directors.  Recently we placed someone in their late 50’s to take on a role as a Shared Services Director and run a team of 200 people across the AsiaPac Region.  Nothing phased him as he had done this before with large, complex organisations and he is now delighted to have the opportunity to again shine in his field of expertise. 

To the person doing the hiring: 

You are well aware the population in Australia is ageing.  Retirement age has been stagged to increase to 67 by 2023.  There are talented people available that you can tap into.  By not noticing or using these skills, your company is missing out on valuable resources.  Everyone reading this, will be part of this pool of candidates either now or in the future. I hate to be the one to point it out, but if you aren’t already, you too will be in the over 40 age bracket at some stage.  Chances are when you are in your 50’s, you may find yourself out of work yet still willing and able to contribute.  So hiring managers of today, HR professionals and recruiters, you need to be open to this source of candidate because one day soon, it could be you who are offering your experience to the market.

The Aging Workforce is you and me:

I don't know if it is my own age bracket that has lifted my scotoma, or the world is just talking about this more, but everywhere I turn lately I am seeing reference to the aging workforce. In the the SMH Good Weekend recently there were stories of 70 and 80 years still dancing, running business and completing marathons! Ellen DeGeneres was on social media recently tweeting about "over the hill" being a great thing as it means you have to climb really hard mountain and now you are over the hard part and have the rest to look forward to. Also stories about people who started great things when they were well into their 40's, 50's and 60's and that age shouldn't stop anyone and is just a number. Some examples include Colonel Saunders who was 62 when he started KFC; Wilder, who wrote Little House on the Praire didn't publish her first novel until she was 65; Ray Kroc was a milk shake device sales man until he bought McDonalds when he was 52 in 1954 and then we have Stan Lee who created the Fantastic Four comic book title just short of his 40th birthday  - the list goes on! 

Politicians, judges, scientist and professors; they often do their best work in their senior years.  Think of Nelson Mandela, Albert Einstein and even Barack Obama born in 1961, and then there is Charles Darwin who was in his 50’s when his “Origin of Species” work changed science forever back in 1859!  Think of famous musicians who never stop, Pavarotti and Tom Jones just to name two!

So the message here is, human beings have a basic need to feel needed and be valued.  If they are sharp, motivated and have years of experience from all types of organisations to share, why not hire them?  Interim roles especially need people to hit the ground running, to be self managed and to work well with many people, so why not hire someone who has many years of technical experience and people management skills to draw on.  You, the hiring manager, can get on with your job and know the candidate is sorting out the project you have assigned to them with minimal fuss and maximum output.   It’s not about how old the mind is.  It’s about the mindset!

 And really, if you are good at something, and enjoy it, why stop?


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Leadership: Where Did We Lose Our Way & How To Get Back On Track

Wednesday, February 24, 2016

Moir Group recently hosted Dr Roger Collins who spoke for us on the very popular topic of leadership. Roger asked the very captive audience the question, “Leadership: Where Did We Lose Our Way & How To Get Back On Track”.

Roger discussed tightening our overall leadership terminology and discussed the 3 levels of leadership:

  1. Self – this will become more important as individuals need to respond

  2. Team/corporate/individual – The is a primary focus and the psychological aspect is very dominant in this field

  3. Shared/collective – Roger spoke about the case study of McDonalds and the CEO Charlie Bell and his impact on a collective and a shared leadership approach, backed up by the core values within the McDonalds company

He advised us to consider moving away from a normative and idealized leadership, this is low narcissism with high humility as well as a level of spirituality and authenticity. Then moving to a descriptive approach, which is a much more task orientated and problem solving style, developing relationships, advocating change and always looking externally to network, and successfully and confidently represent your brand. Try not to think of leadership as a single causal factor. Ensure your organization is aligned with your culture, policies and practices with the outcomes that you expect of your leaders.

Overall Roger believes that most leadership behavior can be learnt and although leadership potential and aspiration can be identified early within individuals, your organizational culture plays a big role in the development of your future leaders. As well as this, the timing of their development is significant as results can be short term but development may be longer term. You need to have persistence and also patience in developing your leaders. Leadership is developed more effectively from actual experience rather than formal training and education, think of the 80:20 rule.

Overall, shift your emphasis away from formal development to strategy and issue related at work development with reflexivity. Build a community of strong leadership practice and also increase the robustness of the evaluation of your future leaders.

“Edison didn’t invent the light bulb by upgrading the candle” So whatever you are doing now probably needs a fundamental rethink and change.

Thank you to everyone who came along to this event, if you would like more information on upcoming events please head to our Events Page and join our community by liking us on Facebook, following us on Twitter and connect with us on LinkedIn to stay up to date.


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Networking

Thursday, December 03, 2015

What is networking?

Networking is the most effective means of accessing the hidden job market. Did you know that 70% of today’s jobs are gained through networking and using your own contacts. Networking is about building relationships, sharing information and finding sources of support, and is an ongoing life skill, not just something you do when you want something. Your best advocates are people who know you, worked with you previously and who can refer you on to new contacts.

Benefits of Networking

The more people you know, the more people you can influence. Always remember your connections will also have connections, giving you an even wider network. You never know who people might know - this is very important! Exchanging information allows new insights you may not have thought of. Expanding your contacts can open doors to new opportunities. Engaging with your contacts, means you sow the seeds for reciprocal assistance when you need help. The most successful people share information. Offer to help others out, people remember this and people will return the favour. Use the principle of 'what goes around comes around'. Ask people: "How can I help you?" and "What can I do for you?" Doing this also lifts your self-esteem and puts you into a more positive mind set.

How to build the best network 

Start with people you trust and respect that have similar values to you. This may be current work colleagues, ex-work colleagues, close friends, University friends, family friends, contacts through sports clubs, contacts through your kids schools etc. Approach them for advice, in general most people will be happy to help. Ask your current contacts for referrals, this is an easy way to build your network. Offer to help people, as what you give out will come back. Keep all your contacts on Linkedin then you will never lose their details.

Always let your network know that you are looking for a job. Spread your “feelers” as far as possible and always thank people for their help. You can also ask friends or contacts to refer you into their current employer or ask them for a contact you can approach directly. Be aware that many companies have a monetary referral bonus they pay to internal staff.

It’s all about quality not necessarily quantity. Some of the best-connected entrepreneurs don’t have the biggest networks or the highest number of connections on LinkedIn. Instead, they might work with a smaller, tightly knit groups of connections.

Before you approach people for advice the number one thing is knowing what you want, it is much easier for people to assist you if you know what you want. Always be positive and grateful, thank people for their help and aim to help them in return in some way. If you are unemployed then treat this as a full time job. If you are employed then dedicate at least an hour a day to building your network.

Networking is not always a natural thing to do for many people, but it will help you and is definitely worth making the effort to do consistently.

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