Become Inspired

Are you a recent graduate or a junior? In our latest podcast, we discuss our top tips and advice on how to land your big break as a junior designer. Applying for your first role can be a daunting experience, we’re here to help! Tips for junior and graduate designers: - Avoid templates / show your own creative aesthetic - Think of producing your folio work as if your presenting to a client   How to get that big break and experience: - Meet Up Dot Com – going to a meet up can lead to a mentor who can be your advocate - The beginning of networking can lead to potential work What can make you stand out? - You don’t need to pretend you know everything, but be proactive, show that you put in that effort - You only way to get better is through critique, take it graciously - Show your ability to up-skill and keep learning - Technology and programs may change over time, be proactive in learning new updates - Have a good attitude – have a positive outlook What to include in your portfolio? - You can show your college work but having some commercial work in your folio is more likely going to get you hired - Internships are really valuable - Get permission for using work in your portfolio - Free work: put value into that work. Work that’s going to add to your experience  Final tips: - Be articulate in talking through your work and design process - Be proactive - Ensure you are on LinkedIn as managers and directors are on LinkedIn and may be seeking junior designers to join their agency - If you comment, make it worthwhile and people may start to notice We hope this episode inspires you to be proactive in your job search. If you or a friend is a Junior Designer, please feel free to share this podcast with them. Tune into the full episode and visit www.becomerecruitment.com/podcast for more information and other great episodes.

This week, we discuss whether or not to include a Cover Letter in your job application.  If you do include one, how do you create one that gets you noticed and hired? To Cover Letter or Not to Cover Letter - That IS the question! · When researching for this episode I asked the consultant in our business for an honest opinion on whether they read cover letters or not? It wasn’t as cut and dry as you might think - most answered- sometimes. · However, digging a bit further I found that there is definitely value in a cover letter, if it is great! Cover letter Vs email · Your introductory email can actually be a good substitute for a cover letter. · But I do see value in a really well structured and presented cover letter. What to avoid · Generic letter that adds no value · Don’t make it too long.  Nobody likes a rambler · Mistakes - grammar, spelling, incorrect names etc Purpose of a cover letter · With a recruiter - it’s to get you through the door.  We become the walking talking version of your cover letter. If applying direct it can serve a number of purposes: · You can tell them exactly why you are right for the role · Gives you the opportunity to showcase your personality · Can show that you really have researched and understand the company How to make the cover letter count · Address is specifically to the person advertising the role · Tailor the cover letter for every role you are applying for · Go beyond the platitudes and highlight exactly why you are right for the role · You might want to play around with layout and design (don’t go crazy with this but make it look really presentable) · Don’t be afraid to insert personality maybe even humour We hope this episode inspires you to make your cover letter count! Tune into the full episode and visit www.becomerecruitment.com/podcast for more information and other great episodes.

This week, we dive deep into 15 of our trickiest interview questions. Here are the list of questions, a hiring manager may ask during the interview: 1. What is your biggest weakness? 2. Where do you see yourself in 5 years? 3. Why are you leaving your current role? 4. Tell me about yourself 5. How have you dealt with a difficult boss or co-worker? 6. What did you dislike about your previous role? 7. Tell me why we should give me a job here? 8. What are your lest appealing qualities or what would your worst enemy say about you? 9. Out of this interview panel, who would you most likely want to work with?" 10. If you were a song, what song would you be? 11. What is your USP (unique selling point)? 12. What are you earning in your current role? 13. What is more important in your work? Effectiveness or efficiency? 14. You seem very calm, what gets you stressed? 15. What is your greatest achievement? How to best answer these curly questions at your next interview? Are there any illegal questions, the hiring manager can't ask you? Preparing for your interview ahead of time is important, it shows that you are passionate about the role. Tune into the full episode and visit www.becomerecruitment.com/podcast for more information and more great episodes.

Here is part 2 of our interview with Adele Leah Career Coach.   You can find out more about Adele right here - https://www.adeleleah.com Adele has been very kind and put together a PDF guide to accompany this episode.  You can download your own copy here. More about Adele: Adele Leah is a career transition strategist and career development coach with twenty years’ experience in the recruitment and coaching industry.  With a gift for rescuing people from jobs they don’t fully enjoy, she’s a slayer of limiting beliefs, a champion of “I love my job” syndrome, and a believer in you deserving a better career. She works with people feeling stuck, unhappy, or lost in their jobs to help them transform their wild career dreams into living, breathing REALITY. Adele specialises in the UK, US and Australian job markets, where she’s placed thousands of candidates in positions that harness their unique skillsets, passions, and ambitions.  When she’s not helping job seekers break into the careers of their dreams, she’s hiking in the Italian mountains, running the occasional marathon, and entertaining her energetic one-year-old daughter. https://www.adeleleah.com/

We are very lucky to have Adele Leah with us this week who is a career coach and mentor. In part 1, of this 2 part interview, Adele breaks down her top 10 tips to become a top candidate. There are some golden nuggets in here so I would suggest that you have a listen. You can find out more about Adele right here - https://www.adeleleah.com Adele has been very kind and put together a PDF guide to accompany this episode.  You can download your own copy here. More about Adele: Adele Leah is a career transition strategist and career development coach with twenty years’ experience in the recruitment and coaching industry.  With a gift for rescuing people from jobs they don’t fully enjoy, she’s a slayer of limiting beliefs, a champion of “I love my job” syndrome, and a believer in you deserving a better career. She works with people feeling stuck, unhappy, or lost in their jobs to help them transform their wild career dreams into living, breathing REALITY. Adele specialises in the UK, US and Australian job markets, where she’s placed thousands of candidates in positions that harness their unique skillsets, passions, and ambitions.  When she’s not helping job seekers break into the careers of their dreams, she’s hiking in the Italian mountains, running the occasional marathon, and entertaining her energetic one-year-old daughter. https://www.adeleleah.com/

About Georgia Hart Georgia moved to Melbourne from the UK, about 2 years ago. She recruits for the digital and tech sector, in particular in the roles of web development, IT, dev ops and software engineers. Georgia works across a wide range of companies, small to medium size businesses, including eCommerce and retail.  What are the biggest challenges in your particular market? How to stand out? ·  Increase in competition  ·  You really need to make yourself stand out from the crowd ·  In the dev space, the candidates can be in very high demand, they often get headhunted a lot ·  Keep your LinkedIn profile updated and include the latest technologies you’re using  ·  If you keep your details current, you will be contacted for the right roles ·  Everyone knows everyone, it’s all about who you know rather than what you know ·  Networking is so important, it’s about contributing to the community ·  Go to conferences and attend meet-ups, talk and get to know people  ·  Keep your CV short, and to the point, 2 or 3 pages is more than enough ·  People want to know and see what your technology experience is, bullet point this rather than writing paragraphs after paragraphs  What trends are you seeing? ·  Everyone is loving React, and Javascript frameworks ·  The product space is popular, everyone wants to work on longer-term projects ·  Product companies and the start-ups ·  Up-skill where required to show your passion and desire to learn ·  Personality traits are favoured, more than your technical capabilities  ·  Go to meet-ups, candidates working on their own projects outside of work. It’s not just a job but because they love it! Evidence of personal projects may get you the job ·  Clients want people who are engaged with the company  ·  Technology has become a lot more creative What really impresses you? ·  Probably the places where they have previously worked ·  Their technology stack and broader knowledge  ·  Demonstrating you can do the skills but also have a desire to learn  ·  Be honest and transparent of what you can and cannot do ·  Being very specific with their project examples and responsibilities

In this episode we talk with the brand new Become Brisbane team.  Here are some of the topics discussed.... Any trends in the Brisbane recruitment market? ·  People in non-agency background are starting to move into agencies in Brisbane ·  As a candidate you need to be open and aware of what you’re going in for ·  You might lose creative control, you need to be prepared  ·  If you’re willing to weigh up, the exciting brands you’re going to work for, over salary package, then it will be a great experience ·  Increase in cover letters, we will present the candidate in the best possible light ·  Work history on your CV, showcases the nuts and bolts ·  Don’t over design your CV, it can make it difficult to read ·  Keep it clean, simple and aesthetically pleasing We’re here to land you your dream job. What are your top tips in helping candidates to land their dream job, and not just simply being hired? ·  Start to take those roles, that may move you up. Move laterally, you have to align yourself with a clear pathway ·  Identify what you truly want to do, even if it is to move side-ways ·  Be honest with your recruiter, so we know what your priorities are ·  We help you come up with a game plan ·  It’s helpful to know what candidates haven’t liked or enjoyed in the their past jobs, e.g. environments, particular work styles etc.  What are your thoughts on “your biggest weakness” question? ·  It comes down how you phrase your response ·  Rethink it as, what do you want to improve on?  ·  Don’t be over confident with yourself. This question, can show great self-awareness if you answer it correctly ·  No one expects you to know everything. You don’t need to pretend to know everything Top Tips for candidates when preparing your CV? ·  Be precise and concise with your CV, don’t be so floury  ·  Use key wording  ·  Storytelling CV – mention what the company does, your role etc. ·  Know what an achievement is, something above and beyond, be specific in your CV ·  Remember to spell check, it matters ·  Any type of social media, does it pass the ‘mum test’? Make sure it’s on private  ·  Ensure you’re on LinkedIn, be active on it and add value If you want to hear more please visit www.becomerecruitment.com/podcast

About Alaina Virag: Alaina works in our Melbourne office as the freelance consultant. She started on the freelance desk, in 2013 with Become in the Sydney office and has also worked in New Zealand.  We ask Alaina to share with us some of her industry insights and answer these big questions…. What is the main difference between permanent and freelance? Benefits of freelance? What can a freelancer do to make themselves popular and increase their chances of staying busy? How to best showcase yourself as a freelancer on your CV? What do you think of Freelance portfolios? Have you noticed any differences or trends across the New Zealand, Sydney and Melbourne markets? Any final thoughts and tips?  What impresses you? Listen to the full episode and visit www.becomerecruitment.com/podcast for more information and more episodes.

Why is it important to make a good first impression?   If you’re applying for that dream job you want to stand out from the crowd.  Hiring managers often will be receiving many applications. You were invited and shortlisted for an interview, so you really want to make a great first and lasting impression! Admin/reception are not the ones making the decision but the chances are, the impression you leave with them, will rub off onto others and build a great reputation for yourself as a candidate.  This is from a recruiters viewpoint but it's no different if you are going direct.   We share information internally, then externally with our clients. You want a positive image to be associated with you. Different ways of making a great first impression: through the phone, resume, email and face-to-face meetings.  What would you say are the most important things if you want to make a good first impression?  · Be polite and courteous – not aggressive or rude  · Smile – this really resonates on the phone – they can feel it  · Do your homework and know who you are talking to  · Know the role you are applying for  · Speak clearly and confidently  Phone  · Introduce yourself  · Be polite, courteous and conversational    · Be clear about what you want and give context · Treat every person you are talking to like they are the hiring manager – don’t assume they are junior or don’t matter · We know it can be frustrating looking for work but you have to treat every call like it’s your first · Be patient – we don’t always know the back story but will do our best to help with what info we have  · Try to find a quiet spot – prepare for the call · If you have put effort into applying, you should put as much effort into the call Resume  · Refer back to our first episode about CV hints and tips Email  · Be clear.  Remember that emails can be quite flat and we can’t get a feel for your personality · Remember to use a greeting in your email · Tell us what you want in the body of your email · If you are applying for a specific role, know who you are addressing the email to.  The consultant’s name should be on the advertisement · Keep it warm and keep it brief and concise    · Tell us why you are right for the position · Make sure your attachments are good to go and not too big · Email can often be a proxy for the cover letter and more likely to get read than a cover letter  · Very good opportunity to capture the attention of the hiring manager or the consultant.  There are a lot of emails coming every day – sell yourself well!  · Don’t write war and peace – people are time poor these days – less is usually more Face-to-Face  · Dress appropriately for the job that you want. Not always about being corporate    · Make sure that your dress reflects your level and brand.  How you are dressed will make an impact on what people think of you · Arrive on time – take a breath before you come in. It’s your responsibility to get there on time. Don’t come too early either! · Handshake – still amazingly important – rapport, connection – makes a big difference  · Come through the doors with confidence and a smile. Remember to introduce yourself · Find a connection with who you are meeting – small talk · Be prepared – portfolio, copy of resume, hard drive, laptop etc For more great podcasts visit: www.becomerecruitment.com/podcast

Why is it important to make a good first impression?   If you’re applying for that dream job you want to stand out from the crowd.  Hiring managers often will be receiving many applications. You were invited and shortlisted for an interview, so you really want to make a great first and lasting impression! Admin/reception are not the ones making the decision but the chances are, the impression you leave with them, will rub off onto others and build a great reputation for yourself as a candidate.  This is from a recruiters viewpoint but it's no different if you are going direct.   We share information internally, then externally with our clients. You want a positive image to be associated with you. Different ways of making a great first impression: through the phone, resume, email and face-to-face meetings.  What would you say are the most important things if you want to make a good first impression?  · Be polite and courteous – not aggressive or rude  · Smile – this really resonates on the phone – they can feel it  · Do your homework and know who you are talking to  · Know the role you are applying for  · Speak clearly and confidently  Phone  · Introduce yourself  · Be polite, courteous and conversational    · Be clear about what you want and give context · Treat every person you are talking to like they are the hiring manager – don’t assume they are junior or don’t matter · We know it can be frustrating looking for work but you have to treat every call like it’s your first · Be patient – we don’t always know the back story but will do our best to help with what info we have  · Try to find a quiet spot – prepare for the call · If you have put effort into applying, you should put as much effort into the call Resume  · Refer back to our first episode about CV hints and tips Email  · Be clear.  Remember that emails can be quite flat and we can’t get a feel for your personality · Remember to use a greeting in your email · Tell us what you want in the body of your email · If you are applying for a specific role, know who you are addressing the email to.  The consultant’s name should be on the advertisement · Keep it warm and keep it brief and concise    · Tell us why you are right for the position · Make sure your attachments are good to go and not too big · Email can often be a proxy for the cover letter and more likely to get read than a cover letter  · Very good opportunity to capture the attention of the hiring manager or the consultant.  There are a lot of emails coming every day – sell yourself well!  · Don’t write war and peace – people are time poor these days – less is usually more Face-to-Face  · Dress appropriately for the job that you want. Not always about being corporate    · Make sure that your dress reflects your level and brand.  How you are dressed will make an impact on what people think of you · Arrive on time – take a breath before you come in. It’s your responsibility to get there on time. Don’t come too early either! · Handshake – still amazingly important – rapport, connection – makes a big difference  · Come through the doors with confidence and a smile. Remember to introduce yourself · Find a connection with who you are meeting – small talk · Be prepared – portfolio, copy of resume, hard drive, laptop etc For more great podcasts visit: www.becomerecruitment.com/podcast

Using LinkedIn effectively – Why does it matter? Almost every recruiter and hiring manager is using LinkedIn for their recruitment needs. So it is important to know how to use it effectively. Today’s podcast explores why it matters! We will cover how to stand out from the crowd and how to best use Linkedin. As recruiters, we use it daily to find the top talent. Important things to consider: LinkedIn as a professional platform • Have a profile to begin with, having just a CV is just not enough • LinkedIn is a professional platform, so your profile needs to be accurate and needs to reflect best what you have done in life • This is your chance and opportunity to really sell yourself • Make that first impression on why you should be hired over everybody else • Some companies may not read CVs but will go over your LinkedIn profile Use of photos • Photos – represent your best self, no sunglasses, keep it a nice facial shot • Keep it simple, it should reflect you, it still has to be professional • It doesn’t have to be a corporate photo but definitely no selfies. A decent picture is important • Ask yourself: Is it professional? Will it put people off? If it raises questions, hiring managers may look at your Facebook and Instagram Keep your CV accurate • The layout and ordering of CVs can often be quite messy • The dates, start and finish need to be very clear and accurate • Your LinkedIn dates need to match your CV dates • Skills and keywords are important on your CV • LinkedIn is a search engine and to ensure you show up on searches, you need to use keywords on your profile • As a recruiter, we use specific words to find you • Ensure if you have particular specialisations e.g. Ad word certifications, eCommerce, digital marketing etc. that these are noted on your LinkedIn • What are your key strengths? This information should be in your opening summary profile • The more tech, tools and skills the better Endorsements and Recommendations • You can ask other people to endorse you and your skills • Public endorsements can often be more effective than private references • Quality over quantity in terms of recommendations, especially if it’s a specific campaign stand out as this really paints a picture for hiring managers • Specific recommendations are more real, more telling about a story • We do search on location, ensuring your location is up to date is important • Be industry-specific e.g. Branding Account Manager • Are you open to opportunities? Do you reply? • You can include links to your portfolio or LinkedIn on your CV • Link to portfolio is up to date, ensure the link works and ensure the work presented is the latest copy of your work Be pro-active and make meaningful connections • LinkedIn is a networking site too, build a profile and make meaningful connections • Hiring managers will look at: How good is your network, how many connections, how active are you? • No sharing rubbish on LinkedIn. Posts that should go on Facebook should not go on LinkedIn necessarily • Consider: Will your posts help you get hired? • Be pro-active on LinkedIn and share articles that are relevant • Always be genuine as there is a possibility your connection can lead somewhere • Keeping it simple at the end of the day, quick summary of your achievements in that time and position • Draw us in to ensure we want to know more about you and your experience • Join the mini-communities, businesses and forums and interact with other people and peers • Being pro-active adds to the chance for you to stay on top of mind

Using LinkedIn effectively – Why does it matter? Almost every recruiter and hiring manager is using LinkedIn for their recruitment needs. So it is important to know how to use it effectively. Today’s podcast explores why it matters! We will cover how to stand out from the crowd and how to best use Linkedin. As recruiters, we use it daily to find the top talent. Important things to consider: LinkedIn as a professional platform • Have a profile to begin with, having just a CV is just not enough • LinkedIn is a professional platform, so your profile needs to be accurate and needs to reflect best what you have done in life • This is your chance and opportunity to really sell yourself • Make that first impression on why you should be hired over everybody else • Some companies may not read CVs but will go over your LinkedIn profile Use of photos • Photos – represent your best self, no sunglasses, keep it a nice facial shot • Keep it simple, it should reflect you, it still has to be professional • It doesn’t have to be a corporate photo but definitely no selfies. A decent picture is important • Ask yourself: Is it professional? Will it put people off? If it raises questions, hiring managers may look at your Facebook and Instagram Keep your CV accurate • The layout and ordering of CVs can often be quite messy • The dates, start and finish need to be very clear and accurate • Your LinkedIn dates need to match your CV dates • Skills and keywords are important on your CV • LinkedIn is a search engine and to ensure you show up on searches, you need to use keywords on your profile • As a recruiter, we use specific words to find you • Ensure if you have particular specialisations e.g. Ad word certifications, eCommerce, digital marketing etc. that these are noted on your LinkedIn • What are your key strengths? This information should be in your opening summary profile • The more tech, tools and skills the better Endorsements and Recommendations • You can ask other people to endorse you and your skills • Public endorsements can often be more effective than private references • Quality over quantity in terms of recommendations, especially if it’s a specific campaign stand out as this really paints a picture for hiring managers • Specific recommendations are more real, more telling about a story • We do search on location, ensuring your location is up to date is important • Be industry-specific e.g. Branding Account Manager • Are you open to opportunities? Do you reply? • You can include links to your portfolio or LinkedIn on your CV • Link to portfolio is up to date, ensure the link works and ensure the work presented is the latest copy of your work Be pro-active and make meaningful connections • LinkedIn is a networking site too, build a profile and make meaningful connections • Hiring managers will look at: How good is your network, how many connections, how active are you? • No sharing rubbish on LinkedIn. Posts that should go on Facebook should not go on LinkedIn necessarily • Consider: Will your posts help you get hired? • Be pro-active on LinkedIn and share articles that are relevant • Always be genuine as there is a possibility your connection can lead somewhere • Keeping it simple at the end of the day, quick summary of your achievements in that time and position • Draw us in to ensure we want to know more about you and your experience • Join the mini-communities, businesses and forums and interact with other people and peers • Being pro-active adds to the chance for you to stay on top of mind

Become a star with this killer interview technique ·  Use this technique to frame your interview answers ·  This is a way to sort out your preparation  ·  Situation-based questions can often be asked, so it’s good to be prepared ·  Gives you a bit of a framework to answer the question more effectively ·  Use this technique, not as a template but more as a guide ·  You don’t want to sound robotic  S.T.A.R. stands for: ·  Situation ·  Task ·  Action ·  Result Situation:Part of the interviewing process is a bit like storytelling (truthful stories!), so you want to be engaging as possible when explaining the situation.  Task: What were you asked to do? What was the objective? What did you need to achieve to get the desired result? Action:What did you actually do? Result:Talk about tangible results Remember to keep it engaging and succinct. Keep it as relevant to the question It is really beneficial to try this out with your friends using this technique or write it out or speak it out, for practice. Muscle memory, it goes in a bit more and you will much more prepared for your interview! Here are some examples to help you: Example 1- Question: Tell me about the time you had to resolve conflict? Let’s use the frame work for this question: ·  Situation: During this time I was working for (company), this was the size of the team, we had a tricky client with super high expectations. They made a complaint.  ·  Task: I was involved in smoothing out the relationship. ·  Action: I conducted a phone call with the client, listened and worked through their concerns to come to a resolution ·  Result: Due to inefficiency in the team,  further training was provided. I took over the next 3 months to manage the account and our sales went up etc.  Using this format demonstrates, good communication and leadership skills. Example 2  ·  Situation: We provided a weekly magazine, which had a strict timeline. The printer let us down and this threw everything out and we risked missing the deadline.  ·  Task: I had to ensure the magazine was printed on time.  ·  Action: I spoke to three new printers and negotiated new rates and managed to secure a better rate overall. ·  Result: We now have a back-up printer for future situations like this. I made sure this, doesn’t happen again. It’s more for you to get this in your mind. You should practise this at home, it’s a muscle memory. Say it out loud, so it is much easier to recall. Go through the job description, see what they’re looking for and come up with an example and think of why you’re right for the role and why they should hire you.  Keep it engaging and get enough detail so you can really paint the picture.  Visit us at: www.becomerecuitment.com/podcast  This is a great resource to see examples of situational based questions you may be asked: https://insightsresources.seek.com.au/page/interview-building-tool Hope this podcast has been useful and makes a difference for when you’re interviewing. Good luck!J

Become a star with this killer interview technique ·  Use this technique to frame your interview answers ·  This is a way to sort out your preparation  ·  Situation-based questions can often be asked, so it’s good to be prepared ·  Gives you a bit of a framework to answer the question more effectively ·  Use this technique, not as a template but more as a guide ·  You don’t want to sound robotic  S.T.A.R. stands for: ·  Situation ·  Task ·  Action ·  Result Situation:Part of the interviewing process is a bit like storytelling (truthful stories!), so you want to be engaging as possible when explaining the situation.  Task: What were you asked to do? What was the objective? What did you need to achieve to get the desired result? Action:What did you actually do? Result:Talk about tangible results Remember to keep it engaging and succinct. Keep it as relevant to the question It is really beneficial to try this out with your friends using this technique or write it out or speak it out, for practice. Muscle memory, it goes in a bit more and you will much more prepared for your interview! Here are some examples to help you: Example 1- Question: Tell me about the time you had to resolve conflict? Let’s use the frame work for this question: ·  Situation: During this time I was working for (company), this was the size of the team, we had a tricky client with super high expectations. They made a complaint.  ·  Task: I was involved in smoothing out the relationship. ·  Action: I conducted a phone call with the client, listened and worked through their concerns to come to a resolution ·  Result: Due to inefficiency in the team,  further training was provided. I took over the next 3 months to manage the account and our sales went up etc.  Using this format demonstrates, good communication and leadership skills. Example 2  ·  Situation: We provided a weekly magazine, which had a strict timeline. The printer let us down and this threw everything out and we risked missing the deadline.  ·  Task: I had to ensure the magazine was printed on time.  ·  Action: I spoke to three new printers and negotiated new rates and managed to secure a better rate overall. ·  Result: We now have a back-up printer for future situations like this. I made sure this, doesn’t happen again. It’s more for you to get this in your mind. You should practise this at home, it’s a muscle memory. Say it out loud, so it is much easier to recall. Go through the job description, see what they’re looking for and come up with an example and think of why you’re right for the role and why they should hire you.  Keep it engaging and get enough detail so you can really paint the picture.  Visit us at: www.becomerecuitment.com/podcast  This is a great resource to see examples of situational based questions you may be asked: https://insightsresources.seek.com.au/page/interview-building-tool Hope this podcast has been useful and makes a difference for when you’re interviewing. Good luck!J

Common Mistakes Jobseekers Make  Hosted by David Valks & Ashely Dodd  10 common mistakes that job seekers make when applying for new roles  Today’s podcast is to help guide you to land that dream job!  1.    Using an unprofessional photo   •    Either on CV or LinkedIn, linking social media to a professional profile. Our advice is to take your photo off – some people just don’t like photos  •    If you do have one, you should get it right. Personal Facebook, e.g. night out, as pretty as you might look, is not appropriate  •    It does reflect on you. Inject personality but keep it in the parameters of professionalism. We do not mean using a stock photo of yourself or shirt & tie. Should reflect your personality but just got to be careful  •    Clients do look up candidates on social media to check if they’re a good fit for them  •    Look at it objectively, how does your profile present to clients?  •    Content is relevant to yourself and brand – Linkedin, Facebook etc.   •    Must be in good taste  2.    Not tailoring your application to the role that you’re applying for  •    Applying for the wrong type of roles  •    Provide too much detail of irrelevant experience, jobs that have completely no relevance for the one you are applying for  •    Remember to keep it relevant  •    Adding jobs to your CV that were 10 years ago  •    It’s about drawing client’s attention to where you want it to be  3.    Tailoring the cover letter to the relevance of what you’re applying for  •    Hiring managers will glance at CVs and cover letters  •    Provide key information at the top of the CV   •    Agencies will look for other agency competitors on your CV, where there are transferable skills  •    You can still include retail experience if it goes well with role eg. project management or account services  •    Make cover letter relevant to make application – really stand out  4.    What makes your CV relevant   •    Having a CV that’s too lengthy, e.g. 12 pages is too long  •    Keep CV to 1-2 pages max, 3 pages is a real push  •    Make every word count!  •    Every word you write is a chance to sell yourself to the future employer  •    In terms of education, no need to state primary school. Higher education and above is all you need  5.    Sending out a generic cover letter  •    Addressing the wrong person, wrong company, really shows lack of care  •    Cover letter – use this to explain succinctly your situation, e.g. moving interstates, your visa etc. include these key details. Or if your wishing to make a career move from Account Executive moving to design etc.   •    Write these details in an email is fine too, can be in place of a cover letter  •    Make it good, if you do have a Cover Letter,  make it count, make it stand out, don’t just say I’m good at team working!   6.    Spelling and grammar  •    No excuses! – especially in this day and age, you have access to Spell Check and Grammarly for example  •    It only takes 5 minut

Common Mistakes Jobseekers Make  Hosted by David Valks & Ashely Dodd  10 common mistakes that job seekers make when applying for new roles  Today’s podcast is to help guide you to land that dream job!  1.    Using an unprofessional photo   •    Either on CV or LinkedIn, linking social media to a professional profile. Our advice is to take your photo off – some people just don’t like photos  •    If you do have one, you should get it right. Personal Facebook, e.g. night out, as pretty as you might look, is not appropriate  •    It does reflect on you. Inject personality but keep it in the parameters of professionalism. We do not mean using a stock photo of yourself or shirt & tie. Should reflect your personality but just got to be careful  •    Clients do look up candidates on social media to check if they’re a good fit for them  •    Look at it objectively, how does your profile present to clients?  •    Content is relevant to yourself and brand – Linkedin, Facebook etc.   •    Must be in good taste  2.    Not tailoring your application to the role that you’re applying for  •    Applying for the wrong type of roles  •    Provide too much detail of irrelevant experience, jobs that have completely no relevance for the one you are applying for  •    Remember to keep it relevant  •    Adding jobs to your CV that were 10 years ago  •    It’s about drawing client’s attention to where you want it to be  3.    Tailoring the cover letter to the relevance of what you’re applying for  •    Hiring managers will glance at CVs and cover letters  •    Provide key information at the top of the CV   •    Agencies will look for other agency competitors on your CV, where there are transferable skills  •    You can still include retail experience if it goes well with role eg. project management or account services  •    Make cover letter relevant to make application – really stand out  4.    What makes your CV relevant   •    Having a CV that’s too lengthy, e.g. 12 pages is too long  •    Keep CV to 1-2 pages max, 3 pages is a real push  •    Make every word count!  •    Every word you write is a chance to sell yourself to the future employer  •    In terms of education, no need to state primary school. Higher education and above is all you need  5.    Sending out a generic cover letter  •    Addressing the wrong person, wrong company, really shows lack of care  •    Cover letter – use this to explain succinctly your situation, e.g. moving interstates, your visa etc. include these key details. Or if your wishing to make a career move from Account Executive moving to design etc.   •    Write these details in an email is fine too, can be in place of a cover letter  •    Make it good, if you do have a Cover Letter,  make it count, make it stand out, don’t just say I’m good at team working!   6.    Spelling and grammar  •    No excuses! – especially in this day and age, you have access to Spell Check and Grammarly for example  •    It only takes 5 minut

Demystifying UX/UI and Product Design What we’re exploring today: • What is UX, UI and Product Design? • What are the job roles and where do your skills fit? • The rise of digital and how it has come to the forefront of industries, creating new roles Who is this episode for? • For anyone who is interested in getting into the field • If you want a bit of clarification of what UI, UI and Product Designers do • For people who want to upskill • Cover the basics, where UX, UI and Product Design fits within an agency/company General Overview • User Experience – the experience the user or customer has, digital product • Best to see UX design as a spectrum • User research, User experience, Service design, User Interface, Visual design • Digital presence – going through the right path • We live in an experiential economy now Let's start by… Explain what a UX researcher does? • UX researcher – research methods, quantitative research • First part – validating what the users want and the problems are • Applying traditional methodologies to the digital design process • Has to be about the customer and the problem if there is one • What do customers actually want and what they need? UX researcher • Overlaps with UX design, they work together • Depending on the size of the company, team and budget, will suggest the amount or level of research they do • Competitive analysis UX design • Focus on the experience on the user and customer for the digital product • Find out if the product is enjoyable to use • Do they align with the business needs • Information architecture, what info needs to be in the product • User personas, user testing, iterating, wireframes, no visual design in a UX design role • We sort out the journey, it’s like the cogs of a clock, does it function, is it enjoyable to watch? • Agile environment, constantly changing • If something is not working, you have to take it back and move it back with the user in mind • Do more testing, change the UX • It is not a linear process UX personas • Researching personas, who is using the product • Understanding the ideal customer and the different kind of customers • Based on research and analytics • UI – user interface Digital design • Part of the UX but depends on the company and set up or how the organisation is built • The bit we see as the user • We don’t see the cogs • The top layer of the entire process • It encompasses the look, feel, typography, colour, a little bit of visual design • Does not include graphic design UX, UI and research altogether? • Small companies will have broader roles, a longer time period • Bigger companies, separate those roles, UX designer, UI designer, prototyping, user testing etc, • Most companies will have a digital presence • UX UI somewhere in the business • A lot of evidence that digital presence is beneficial for your business as a whole Product Designers • Product Design does encompass most of UX UI, dependent on the business • Understands the constraints of technology • Always design with the users in mind and business requirements will underpin their choices • Management roles normally • Ensure the product is delivered • Tend to find them at smaller companies, start-ups, agencies, any company, bank, insurance, can be quite broad etc. • Grow a team of specialized designers • UI design to build a product • Understand the whole Product • Create the app, website, microsites - any digital product Things to be mindful of: • Be aware of what skills you have and what skills you want to use, • What do you enjoy most? • Is this where I want to take my career? • Upskill through an appropriate course at General Assembly, Academic XI, Billy Blue etc. • Upskill on full time intensive or part-time basic courses • Crash courses in U

Demystifying UX/UI and Product Design What we’re exploring today: • What is UX, UI and Product Design? • What are the job roles and where do your skills fit? • The rise of digital and how it has come to the forefront of industries, creating new roles Who is this episode for? • For anyone who is interested in getting into the field • If you want a bit of clarification of what UI, UI and Product Designers do • For people who want to upskill • Cover the basics, where UX, UI and Product Design fits within an agency/company General Overview • User Experience – the experience the user or customer has, digital product • Best to see UX design as a spectrum • User research, User experience, Service design, User Interface, Visual design • Digital presence – going through the right path • We live in an experiential economy now Let's start by… Explain what a UX researcher does? • UX researcher – research methods, quantitative research • First part – validating what the users want and the problems are • Applying traditional methodologies to the digital design process • Has to be about the customer and the problem if there is one • What do customers actually want and what they need? UX researcher • Overlaps with UX design, they work together • Depending on the size of the company, team and budget, will suggest the amount or level of research they do • Competitive analysis UX design • Focus on the experience on the user and customer for the digital product • Find out if the product is enjoyable to use • Do they align with the business needs • Information architecture, what info needs to be in the product • User personas, user testing, iterating, wireframes, no visual design in a UX design role • We sort out the journey, it’s like the cogs of a clock, does it function, is it enjoyable to watch? • Agile environment, constantly changing • If something is not working, you have to take it back and move it back with the user in mind • Do more testing, change the UX • It is not a linear process UX personas • Researching personas, who is using the product • Understanding the ideal customer and the different kind of customers • Based on research and analytics • UI – user interface Digital design • Part of the UX but depends on the company and set up or how the organisation is built • The bit we see as the user • We don’t see the cogs • The top layer of the entire process • It encompasses the look, feel, typography, colour, a little bit of visual design • Does not include graphic design UX, UI and research altogether? • Small companies will have broader roles, a longer time period • Bigger companies, separate those roles, UX designer, UI designer, prototyping, user testing etc, • Most companies will have a digital presence • UX UI somewhere in the business • A lot of evidence that digital presence is beneficial for your business as a whole Product Designers • Product Design does encompass most of UX UI, dependent on the business • Understands the constraints of technology • Always design with the users in mind and business requirements will underpin their choices • Management roles normally • Ensure the product is delivered • Tend to find them at smaller companies, start-ups, agencies, any company, bank, insurance, can be quite broad etc. • Grow a team of specialized designers • UI design to build a product • Understand the whole Product • Create the app, website, microsites - any digital product Things to be mindful of: • Be aware of what skills you have and what skills you want to use, • What do you enjoy most? • Is this where I want to take my career? • Upskill through an appropriate course at General Assembly, Academic XI, Billy Blue etc. • Upskill on full time intensive or part-time basic courses • Crash courses in U

How to get the most out of working with a recruiter Let’s chat about why we decided to do this episode? • Help people understand how we can assist them • How to help candidates stand out from the crowd • The processes we go through and what we look for • How to build relationships with a recruiter • A recruiter is there to support and guide you through your career • Create and build long-term connections and friendships • Share industry feedback to you • We provide Industry insights The role of a recruiter – Brian talks through the typical day in the life of a recruiter • It is a blend of proactive and reactive work. A day plan is essential • Similar to most jobs, commence your day with emails and admin tasks • After admin, set out your priorities, get that done in 20 minutes • Follow up on applications, get back to applicants. • Ensure applicants meet the requirements of the job • Not all applicants are appropriate for the roles • One consultant may receive 30 applications overnight • Right from an early stage, you need to stand out from the crowd • Your CV should be concise, outlining your skills and how they meet the requirements • Keep your CV relevant to the job • Apply for roles that suit and are right for you • Speak to a recruiter on a personal level via LinkedIn, eg. You’re looking for a career change. • What goes around comes around Typical recruiter’s day • Proactive – we do actively search upon candidates • Make your application as visible as possible, this includes ensuring your profile on Linkedin and Seek are very visible, making you more approachable • Get a new picture, update your profile with the latest information and experience • Recruitment consultants chat and consult with clients • We advise both parties – clients and candidates, vice versa • We are the brokers with both parties at heart • We find a happy solution for both, that makes us happy! Recommendations: • Be concise on your Cover Letter and CV • Build a strong relationship with your recruiter • Make sure you’re applying for the right role • Speak with the right recruitment consultant • Don’t spam your CV everywhere, tailor your CV for that specific role • General applications are fine too but you should be clear on what you want to do • If they haven’t heard back, follow up with a phone call after a few days • Do be careful and be patient with receiving feedback from the recruiter • Be proactive in your approach but don’t annoy people by going too far • LinkedIn messages are great for facial recognition and gives a personal aspect • Your LinkedIn gives the recruiter a quick snapshot of what you do and an understanding of your broader network Don’ts: • Don’t come to the door, don’t show up without an appointment • Make a call or connect on LinkedIn is preferable • Make sure your CV is right, no errors or spelling mistakes Question for the listeners • As a candidate, would you prefer to receive an email, call or text? Drop us a line at: podcast@becomerecruitment.com Summary Take-Home Tips: • Cover Letter – 2-3 lines really highlighting why you are right for the role • Help us to understand why • Don’t be too long. More is less and less is more! • Really make sure every word counts • Ensure your phone has voice mail set up and ready to go • Communication is key at all stages of the process • If we couldn’t reach you, call or text back, we don’t want to bombard you • It is a two-way street, use us for knowledge and feedback • Get as much information from us as possible about the role and client • Have open communication and get along with your recruiter • More you give to the recruiter, the more they give back to you • Make it fun, share stories and articles with your recruiter • Treat your recruiter as a trusted advisor

How to get the most out of working with a recruiter Let’s chat about why we decided to do this episode? • Help people understand how we can assist them • How to help candidates stand out from the crowd • The processes we go through and what we look for • How to build relationships with a recruiter • A recruiter is there to support and guide you through your career • Create and build long-term connections and friendships • Share industry feedback to you • We provide Industry insights The role of a recruiter – Brian talks through the typical day in the life of a recruiter • It is a blend of proactive and reactive work. A day plan is essential • Similar to most jobs, commence your day with emails and admin tasks • After admin, set out your priorities, get that done in 20 minutes • Follow up on applications, get back to applicants. • Ensure applicants meet the requirements of the job • Not all applicants are appropriate for the roles • One consultant may receive 30 applications overnight • Right from an early stage, you need to stand out from the crowd • Your CV should be concise, outlining your skills and how they meet the requirements • Keep your CV relevant to the job • Apply for roles that suit and are right for you • Speak to a recruiter on a personal level via LinkedIn, eg. You’re looking for a career change. • What goes around comes around Typical recruiter’s day • Proactive – we do actively search upon candidates • Make your application as visible as possible, this includes ensuring your profile on Linkedin and Seek are very visible, making you more approachable • Get a new picture, update your profile with the latest information and experience • Recruitment consultants chat and consult with clients • We advise both parties – clients and candidates, vice versa • We are the brokers with both parties at heart • We find a happy solution for both, that makes us happy! Recommendations: • Be concise on your Cover Letter and CV • Build a strong relationship with your recruiter • Make sure you’re applying for the right role • Speak with the right recruitment consultant • Don’t spam your CV everywhere, tailor your CV for that specific role • General applications are fine too but you should be clear on what you want to do • If they haven’t heard back, follow up with a phone call after a few days • Do be careful and be patient with receiving feedback from the recruiter • Be proactive in your approach but don’t annoy people by going too far • LinkedIn messages are great for facial recognition and gives a personal aspect • Your LinkedIn gives the recruiter a quick snapshot of what you do and an understanding of your broader network Don’ts: • Don’t come to the door, don’t show up without an appointment • Make a call or connect on LinkedIn is preferable • Make sure your CV is right, no errors or spelling mistakes Question for the listeners • As a candidate, would you prefer to receive an email, call or text? Drop us a line at: podcast@becomerecruitment.com Summary Take-Home Tips: • Cover Letter – 2-3 lines really highlighting why you are right for the role • Help us to understand why • Don’t be too long. More is less and less is more! • Really make sure every word counts • Ensure your phone has voice mail set up and ready to go • Communication is key at all stages of the process • If we couldn’t reach you, call or text back, we don’t want to bombard you • It is a two-way street, use us for knowledge and feedback • Get as much information from us as possible about the role and client • Have open communication and get along with your recruiter • More you give to the recruiter, the more they give back to you • Make it fun, share stories and articles with your recruiter • Treat your recruiter as a trusted advisor