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Changing Careers – Tips and Tricks

For some the new year provides a fantastic opportunity to commence the career change you’ve been contemplating. Although, starting a career change can be a daunting and overwhelming process, at APSG we believe it should also be an exciting opportunity to pursue your passions and goals. It is important to take the time to carefully plan and execute your progression pathway to increase your chances of success. Here are some steps to consider when starting a career change:

Determine Your Current State

Before you start exploring new career options, it is important to understand what you are looking for in a new role. Take some time to reflect on what you enjoy doing, what you are good at, and what is important to you. This will help you narrow down your options and find a career that aligns with your values and goals. Part of this exploration is to also examine your current professional and social network; networking in general is an essential part of any career change. Reach out to people in your desired industry and ask for informational interviews to learn more about the field and make connections. These relationships can be valuable resources as you navigate your career change.

Determine Your Goals

Determining your goals is a two-fold; it involves defining long-term career goals, and then refining your immediate next step to reach that long-term goal. A useful exercise in discerning your long-term goals, is to imagine you are many years in the future and are reflecting on what you have achieved in your career. This is incredibly useful in defining the core aspects/elements/needs for your career. Once defined you can examine these against your current interests and skills. Now it’s time to start researching potential careers that align with your goals. Look at job descriptions, salary expectations, and required education and experience to get a sense of what the role entails. Consider reaching out to people in the field to learn more about their experiences and ask for advice.

Make the Necessary Changes

Dependent on your desired field, you may need to complete additional education or training. Research what is required and consider enrolling in a relevant course or program to gain the skills and knowledge you need. Furthermore, being active in your education and professional development can leave a positive impression for potential workplaces.

Another crucial item is your resume! As you start applying for new roles, it is important to update your resume and cover letter to reflect your transferable skills and experience. Emphasize your achievements and accomplishments, and tailor your resume and cover letter to the specific role and industry you are targeting.

Get Out There!

Once you have a clear understanding of the career you want to pursue and have updated your resume and cover letter, start applying for jobs. This is where a recruitment agency, like APSG, can be a valuable recourse! Working with a recruitment agency can help you explore new career options, connect with potential employers, and gain valuable insights and advice. Our team at APSG is dedicated to helping individuals navigate their career change and find the right opportunity. Contact us today to learn more about how we can support you in your career change journey.

Lastly, remember to be patient, yet persistent! The process of changing careers can be challenging, however, use the long-term goals to maintain enthusiasm and continue pursuing this change. It’ll be worth it in the long run!

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THE AUTHOR

Brigid Hanson

Business Manager – Australian Project Solutions Group

Sunset on Businesses

The New Wave of Recruitment

How APSG Recruitment Can Help You Hire the Best Talent in a Post-COVID World

The term the “new normal” came to prominence over the COVID-19 pandemic. From ordering food to overseas travel, everything was labelled as the “new normal”, and we made the adjustments to adapt. It comes as no surprise that recruitment was not exempt from this “new normal”. In fact, the changes instigated by the COVID-19 pandemic have revolutionised how employees approach working environments and how businesses operate.

How the pandemic has affected recruitment

Australia is currently facing the lowest unemployment rate since the 70s. Bjorn Jarvis, in the August 2022 ABS, advised that Australia’s falling unemployment rate indicates “an increasingly tight labour market, including high job vacancies and ongoing labour shortages”

Whether it be due to underpopulation, fewer overseas workers, the increase in self-employed and freelance workers, or the off-the-grid lifestyle movement, Australian businesses are facing the issue of high job vacancies paired with a smaller talent pool than ever. Thankfully it’s not all doom and gloom. At present, Australia is tackling some issues with resourcing, however, at the same time, we have a steady increase in GDP. Meaning there is ample opportunity for market growth, but not necessarily the right resourcing to take advantage of these opportunities. Consequently, now more than ever, we have a unique opportunity to adapt to the “new normal” and shift how we approach recruitment and staff retention.

Re-evaluating your recruitment strategy

This new normal has seen the focus shift from the business/role to the candidate. Even the likes of Australia’s leading job advertising website, Seek.com, have seen significant changes in use with a 40% reduction in job applicants over 2021, despite a 38% increase in job ads posted on the platform. Ultimately, a saturated job market means candidates have their pick of roles; it’s a candidate’s market out there and they know it!

With this landscape, the competition for obtaining strong talent is rife amongst businesses, and employers must put their best foot forward to attract candidates. It’s certainly competitive, however, the best employers have approached this change as a new opportunity to reengage with the candidates, work out their needs and discover the best fit for both parties.

It’s a competitive recruitment market. Businesses need to adapt to keep up.

Studies have shown in more recent years that despite employees’ preference for lifestyle and culture over remuneration, the flashy “benefits” like novelty bean bags and free energy drinks, are not indicative of employee engagement nor retention.

Time and time again, the two key indicators of engagement and retention (i.e., successful recruitment process), are shared mission and values, and responsive communication (especially, interdepartmental, and cross-hierarchical). Now, that’s not to say a free drinks fridge wouldn’t go unappreciated, but it’s certainly an important idea to reflect on.

In the long run, employees are not interested in the flashy “culture adds”, but in working in an organisation where the culture aligns with core values, investment is a reciprocated relationship, and where they can develop a sense of belonging (vital in any retention strategy).

How APSG approaches recruitment

This is what APSG is passionate about; bringing like-minded professionals together to achieve amazing results! We focus on the detailed needs of each business and candidate, investing in both far beyond the initial transaction. With our speciality in growth-based roles, our goal is to partner with you for the betterment and ongoing development of the individual and the organisation.

From personal experience, we understand the impact that an unsuccessful recruitment strategy has on a business. From the immediate impact on BAU to the long-term financial and organisational growth impacts; businesses suffer when they do not have the right people in the right roles, at the right time.

Definitively, previous talent acquisition approaches no longer support this changing workforce climate. The days of reactive recruitment are gone. Now more than ever, businesses require driven and targeted recruitment strategies. At APSG, we are not a passive recruitment agency, we are thoughtful, commercially minded head-hunters who are passionate about supporting our clients in finding talent whose skillset, mission, and values all align. We may be the new “kids on the block”, but we have the experience and knowledge to get your results, and we’re here to stay.

APSG-Brigid-Hanson--Profile-Image-Small

THE AUTHOR

Brigid Hanson

Business Manager – Australian Project Solutions Group