So when 2013 brings a year of obstacles, challenges and change, we need to ask ourselves what issues are likely to be at the top of our HR manager’s lists?  We’ve put together a list of six hot topics that senior managers and HR practitioners should be considering this year.

1. Bridging the generation gap

The ongoing debate about Generation X and Y collaboratively working together is still an argument worth concern.  Recent research has shown that it’s simply a case of misunderstanding, a factor that in most cases is likely to always remain, due to the differing opinions of the opposites.

A key challenge for HR managers will be to find ways to bridge the age gap and concentrate on finding a suitable, balanced ground where it is possible to manage the needs of both generations in the workforce.  In my opinion, employee management will also be the number one concern on any HR practitioner’s list.  Having a thorough understanding of your staff means that you can create ways to support and appeal to Gen Y, feeding them information, passing on workload and challenging their training – while at the same time magnifying the present skills of senior staff, who have more industry related experience, and who are more likely to stick around.

2. Keeping it healthy

With workload employee management comes individual employee management, where it is imperative that businesses are consciously aware of the health and well-being of their staff.  The economic downturn still affects many workers today, as previous staff and cost reductions means employees are taking on a much larger workload and forcing them to be under pressure much more than ever before.

Research has indicated that, for the second consecutive year, stress has topped the list of reasons for workplace absence.  Leaders need to ensure the workplace practices are efficient, flexible and organised to counteract this common feeling amongst our employees today.

When, (and yes, you will experience this) the workload or the mere feeling of being in the workplace becomes too overwhelming for an employee, it is important for companies to be supportive and understanding of their staff.  Let’s face it – we are at a stage and culture where it is acceptable for staff to express their feelings surrounding workload, and it is expected that they voice their issues if they are struggling to cope.

3. Making better use of technology

This goes hand in hand with employee health.  Having up to date equipment and technology can remove some of the manual labour expected of some staff.  HR software and systems now make it possible to automate banal tasks and monitor performance management, keeping track of holidays and absence.  Although sometimes expensive, technology has rapidly decreased in price and should be a fast call for investment among businesses of all sizes.

4. Exploiting social media

In the past, HR has been one of the slowest industries to embrace social media.  The lack of “human touch” has set a question mark hanging over the adaptation of social media into the HR world.  If you’re still pending the conversion then you need to take a risk and get on it, and fast.

It’s simple; people are busy.  Clients and potential applicants are all about the ease of the application today.  They want less time consuming ways of applying for jobs, particularly in a time when new job opportunities are scarce when comparing this to the community that is actively searching.  2013 is the time for HR to step out of its comfort zone and embrace social media and it’s ideas of collaboration, sharing insights, and simple communication in a quick, active and stress free environment.

5. Keeping up with Employment Legislation

2013 has seen a number of significant changes to employment law – and it will be vital for HR professionals to ensure they are fully knowledgeable about the impact of the changes.

March saw a change in the length of parental leave, increasing from three to four months, while pensions, PAYE, employee-owner contracts and plans to overhaul tribunal rules are also topics under discussion for changes.  If you haven’t already, get planning.  Make the change-over as smooth as possible and prepare your organisation and it’s staff for the changes.

6. Raising their own game

Considering your own knowledge in your role is an ongoing issue that needs to be considered.  Find ways to increase your knowledge about topics that may concern you in your role.  Whether it be financial studies, or simply increasing your awareness about the current markets you operate in, it is vital for supporting business growth that HR professionals are educated in these fields.

Crackerjacks always has IT jobs up for grabs, so monitor it closely because they get snapped up fast!  Read the full article here and take a look here at some of the awesome IT opportunities we have at the moment!

Accuracy and style

• Determine their selection criteria. What skills, experience and knowledge do they seek?  These are the factors that you’ll need to emphasise in your on-line application.  As with any type of job application accurate spelling and grammar is vital.  Make use of your computer’s spelling and grammar checking functions and ask someone to proof-read your application.  Be aware that some NZ employers prefer UK English to US English so you may want to set your spell-checker accordingly!
• Where you are completing an application form, or answering set questions, ensure that you have comprehensively answered every part of every question.  Focus on demonstrating that you have the skills and qualities needed for the role and write formally and professionally.
• In some instances you’ll be given a word limit. Where this is the case, stick to it but equally make sure that your answers are not too brief.
• You’ll need to spend time ensuring that your application is well researched; well-targeted and appealing.  It will be judged on its merits but rest assured, a human being will read it too!

Be prepared

Preparation is as crucial to on-line applications as it is to any ways of applying for work.  Whilst they may be a quicker and simpler way of applying, we recommend that you:

• Begin by finding out all that you can about the organisation.  Start by accessing their website.  In particular, you should explore what they do and the type of people they employ.  After all, you’ll want to ensure that you’re a good fit for them – and them for you!
• Determine their selection criteria. What skills, experience and knowledge do they seek?  These are the factors that you’ll need to emphasise in your on-line application.
• Ensure that you’ve undertaken some self-assessment.  What are your skills, interests and values?  What skills, knowledge and experience can you offer an employer?  What examples might you use to demonstrate your skills?
• Prepare a ‘master’ CV that you can ‘cut and paste’ from for CVs that you target to the employer concerned and for answering application form questions.
• Where possible, you should also download the application form and start to complete it as a ‘draft’ version.  If you can’t download it, make a note of the questions asked and draft your answers onto a word document that you can ‘cut and paste’ from.  Keep a copy of everything that you submit electronically.  You’ll need to refer to this again prior to job interviews.
• Look for key words in the job advertisement and job description and use these in your CV, cover letter and application form.  These will usually be the skills and strengths sought, and the employer’s system may be programmed to select applications that contain these.  Allow yourself plenty of time.  This is particularly important if the system that the employer is using requires you to complete your application ‘in one sitting’.  Additionally, we recommend that you avoid applying at the last minute.  It’s possible that many other applicants will be doing that and the employer’s system may crash!
• Ensure that you complete all fields required, and text boxes as fully as possible (within reason!).  Some systems do not accept incomplete applications.  Additionally, employers will not look favourably on applicants who leave out information.
• Call or email the organisation if you encounter technical problems or if you are unsure that your submission went through.  In most cases you’ll receive an electronic acknowledgement of your application.

Competency-based questions

Many application forms include competency-based questions.  These seek evidence that you have the skills required for the role.  Commonly expected skills include communication; teamwork; planning and organising; problem solving and initiative.  The STAR framework may be useful:
S Describe a situation in which you used the skill concerned
T Tell them about your particular tasks or roles
A Outline the actions that you took
R Finish with the result. What was the outcome? On occasions, you may want to show that you have reflected on the result and the ways in which you would tackle the issue should it arise again.

Profiling your personality

It’s possible that you’ll be asked questions aimed at assessing your personality, skills, strengths and interests.  Employers that use these are usually doing so to ascertain whether your preferred style of working fits with their organisational culture.  Such questions are usually multiple-choice and honesty is important.  Indeed, they will be looking for inconsistencies in your answers and will usually be able to tell if you are trying to offer answers that you think they want to see.

Rather than spending time applying for roles that are above your experience level, and getting the same declining response back, take action first to ensure that you have a CV that won’t be turned away.  Here’s how..

1. Volunteer

Volunteering can increase your chances of being hired if you’re strategic about it.  If you’re an unemployed Teacher then help out with after school programs or volunteer to be a coach’s assistant.  An unemployed Web designer?  Find a local non-profit in desperate need of a re-design and offer your services pro bono.  By volunteering somewhere relevant, you’ll keep your skills fresh while enhancing your resume.

2. Keep Your Skills Current

If you lack a skill commonly required for jobs you’re seeking, spend time each day building that skill.  Take advantage of numerous free resources online, including tutorials, e-books, and how-to videos.  If you’d rather have more of a class setup, then look for free or affordable adult education classes in your area.  Alternatively, if you already possess the necessary skills but haven’t been practicing, then do so.  Skill atrophy is a huge concern for hiring managers, so practice and get yourself ready for pre-employment skills tests.

3. Network

There are two parts to networking: reconnecting with your old contacts and forming new ones.  Depending on where you are in your career, reconnecting might mean contacting professors, college advisers, and internship supervisors, or it might mean getting in touch with old colleagues, bosses, and business acquaintances.

Find them, e-mail them, call them.  Ask them to coffee.  Ask how they are (networking is social, after all) and let them know the specifics of your job search (industry, location, etc.).  See if they know of anything or anyone.

Most importantly, follow up!

At a temporary dead-end with your current contacts?  Make new ones.  Go to conferences and other networking events sponsored by your university, industry, city etc.  You can also consider going to lectures, neighborhood council meetings, even community bar crawls.  Each of these provides an opportunity to meet people with similar interests, and you can have fun in the process.

Again, follow up!

4. Freelance

Some job seekers are opposed to anything that’s not a full-time job.  If this sounds like you, it’s time to change your mindset.  Freelancing is a great way to boost your skills, resume, portfolio, professional network, income, and confidence.  Search for freelance openings here.

5. Build An Online Presence

Get found online.  Start a blog, spruce up your social network profiles, create an online portfolio to showcase your work.  Find companies you’re interested in working for, subscribe to their blogs, and follow them on Facebook, LinkedIn, and Twitter.  Find decision-makers at those companies and follow them as well.  Learn what they’re talking about, do a little research, and then engage with them online.  Impress them with your interest and insights.

Worst case scenario — you’ll learn what’s important to them and use this information to customise your application when a job opens up.

Better case scenario — you’ll establish a rapport with someone who will recommend you for a position and/or tell you about unpublished openings.

Best case scenario — you’ll impress someone with so much over time that they’ll create a job for you or bring you in for an exploratory interview.

What are you doing to become more hireable?

You can read the articles below:

Success: Rejig aims to reach critical mass
Career 13: Contracting in

The survey is made up of 8 contracting related questions.   Please take 5 minutes out of your day  to answer these.

Take the survey here.

Thanks in advance,

The Crackerjacks team

The constant development of new technologies has led to businesses working more collaboratively than ever before, and not just within their own teams.  Today,  businesses are reaching out with the aim of creating open, empowered company cultures by collaboratively working with suppliers, customers, governments and universities to benefit from a mutual goal.

The need has risen from an executive level where CEO’s and management are being forced to realise they need to bring new skills, management and leadership to their companies that operate in this hyper-connected ‘social media age’.  They have learned that collaborative leaders can be made from anyone, but to be a successful leader, you must be able to play the role of “connector”.

Connectors are a critical factor of the collaboration process because they possess the ability to link people, ideas and resources.  They must have the knowledge to connect the world outside to people on the inside by using social media channels – Facebook, Twitter, Foursquare and LinkedIn.

Networking via social media channels presents new business opportunity and allows future business partners to understand your organisational goals and placement.  When a business opportunity presents itself, organisations can network collaboratively to solve a mutual or similar business-based problem.   Using a medium as simple as Foursquare to post your location to Facebook and Twitter allows employees in different locations instant connection to your whereabouts at any time of the day.

With technology rapidly developing there is constant demand and planning for business innovation.  However, technology alone cannot ensure innovation and so it is recommended that collaborative leaders invest in more creativity training and collaborative working to develop, extend and expand business.

Collaborative leaders can do this by connecting organisations to the wider world with their networks.  However, employees with different ethnic, cultural and educational backgrounds can help open their eyes to new business opportunities and partners.

Too often we find that management or leadership teams don’t actually operate as teams.  Collaborative leaders ensure that teams stay fresh and up to date with new employees.  They welcome diversity in culture, gender and age because diverse teams produce better results.  Each person brings a different background and business acumen to the table which presents the opportunity for fresh ideas.

Effective collaborative leaders direct teams.  As projects arise, they form groups suitable to that task.  When leading a team you need to ensure that you assign clear roles so that employees are aware of their rights and responsibilities.  This means that when conflict arises or discussions become heated, someone can end the discussion and make the final call.

Leaders must be able to harness ideas, people and resources and reinvent talent strategies to build strong connections both inside and outside of their organisations.

We’d love to hear your thoughts on this article so leave us a comment below.

The beginning of a new year is a time to reflect on 2012; your successes, your failures and your achievements.  If you haven’t already, set yourself some goals that you’d like to achieve in the new year.

If you’re fresh out of University and you’re on the hunt for your first role, then ensure you check out our “Tips for a top CV”.  Nervous about an interview?  There are plenty of articles under our “Getting the role” section so that you are well – informed when applying and interviewing for jobs.

If your new years resolution is to search for a new role,  then head to our website and check out our jobs frequently.  Having your profile fully complete will make you look more attractive to potential employers.

Finally, if your goals are to stress less, take life one day at a time and enjoy yourself, then take a risk.  Become a contractor and have the flexibility to book that holiday you’ve been itching to go on, sleep in and spend time with your children, because 2013 will fly past, just like 2012.

Enjoy your 2013!

The Crackerjacks team

The unconference kicked off first thing on Monday morning and we were greeted by a chirpy looking Bill who appeared to be casual, but comfortable in his own-branded t-shirt and “Crocodile Dundee” hat (he almost reminded me of an Australian).

Nevertheless, it was quite a privilege to spend a day learning from the Englishman, who has been a  familiar face to the recruiting and HR industry for the last 30 years or so.

For those of you who aren’t familiar with the term, “unconference”, it is a gathering of minds, experiences and opinions where the attendees (or active participants) lead the conversation.  The #tru team organise unconferences worldwide, where the emphasis is on conversation, communication and the free exchange of ideas and experiences, all spiced up and (dis)organised by Bill and his partner in crime, Aki Kakko, who is a social entrepreneur in the IT, mobile and talent attraction industries.

Recruiting Unconferences are designed so that each member is an active participant instead of passively listening to speakers and watching presentations all day.   #Tru  have proven to be a great way to learn a lot in a very short time, but also to meet new people and network.

The day was a huge success which presented the Crackerjacks team with an understanding about the current and future pathways of recruitment, and the opportunity to network and hear from other experienced industry professionals (not to mention a fantastic lunch!)

We concluded the day with our brains burnt out from a long, informative networking session, but we also came away with a bucket load of recruitment information and practices for our tool kit.  We’d like to thank Bill for creating this amazing concept and giving us the opportunity to significantly up-skill, question our industry and sit back and listen.  Bill, we hope to see you back in New Zealand again.

If you’re in the recruitment and HR industry, or even just a business that wants to know more about internal recruitment, then check out www.globaltru.com and sign up to join one of the #tru worldwide conferences, or follow them on Twitter to find out a bit more.  You won’t be disappointed, I promise.

1) Get the Environment right:

Try to avoid conducting the interview in a busy, noisy environment.  A private office space where you will not be disturbed is perfect.  Telephone interviews that are interrupted by questions from colleagues, or the barista behind the counter at Starbucks makes a poor impression, and you want to take your time and be solely focussed on the interview.   Use a landline for receiving the call.  Poor mobile phone reception is the single biggest reason why many telephone interviews fail to take place.  While they are technological wonders, our mobile phones are surprisingly unreliable at the worst possible time when it comes to their most fundamental function; making and receiving calls.

2) Prepare.

Telephone interviews allow candidates to have their CV and other notes about the organisation you are applying for in front of you during the interview. Make sure you summarise your notes focussing on key points to avoid the “um’s” and “ahh’s”.

3) Sit in front of the mirror.

It seems a little weird, but it is a great way to visualise the impression that you are making .  Are you bored or happy?  Smiling or frowning?  Ironically the way that we are feeling will translate through our voice.  If you are enthusiastic, you will feel more confident and sound more positive about the role.

4) DO NOT actively listen when asked questions.

Actively listening in a telephone interview can disrupt flow as you will find the interviewer may stop talking. This can lead to a disjointed and awkward conversation.

5) Ask the interviewer to rephrase or repeat back the question.

If you are uncertain about the question, do not attempt to answer without first asking the interviewer to repeat or rephrase the question.  Alternatively, you could try paraphrasing this back to them to ensure that you understand the question fully.  Try to avoid doing this repeatedly.

6) Use regular pauses.

Leave healthy pauses after every two or three sentences to allow the interviewer to either drill further down or confirm they have heard enough.

7) Vary your pace, pitch and tone.

This goes hand in hand with watching yourself in the mirror.  It is very difficult to convey energy and empathy over the phone so it is important that you vary your speech.  Watch yourself, the mood you are in will translate in your tone.

8) Practice a CV run through.

The structure of telephone interviews will often vary but a standard format will be CV based.  If you are asked to run through your career history you should qualify how long this should last.  Do they want a 30 second elevator pitch or a detailed 30 minute conversation?  Either way, plan ahead!

9) Build rapport early on but avoid too many jokes!

As with all interviews first impressions count.  Good interviewers will appear friendly, relaxed and aim to translate this feeling through to the candidate.  With that being said, reciprocate the warmth and avoid coming across as ‘cold.’

10) Ask Questions.

Like most interviews, you will get a chance to ask questions. If an interviewer has a solid day of telephone interviews you will probably stand out more if you ask an insightful question about the business/role and more importantly about them.

I hope this helps and as always feel free to add some suggestions to the comments below.