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OUR SHARP & CARTER TEAM RAISING FUNDS FOR OZCHILD

 Some of the Sharp & Carter Melbourne Marketing team members at the recruitment world cup helping raise money for Ozchild.

Some of the Sharp & Carter Melbourne Marketing team members at the recruitment world cup helping raise money for Ozchild.

Every single night over 7,000 kids spend the night in foster care in Victoria alone, and over 10,000 in NSW...

To help raise funds for one of Australia's best foster care agencies, OZCHILD, the Sharp & Carter Marketing team participated to the inaugural RECRUITMENT INDUSTRY WORLD CUP with 18 other socially conscious Melbourne and Sydney Recruitment firms.

If you wish to help these kids too, feel free to give a little something through the link below:

https://give.everydayhero.com/au/the-recruitment-world-cup-for-ozchild

 

 

Sharp & Carter featured on RecruitmentJuice.com

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IT'S A BRAVE NEW WORLD

Featured on Recruitment Juice I 28th June 2018

I’m very lucky in that I get to travel the world with my job and meet some of the most amazing people along the way. The Recruitment Industry is full of passionate, innovative, interesting superstars… in my opinion!

So, I thought I’d dedicate this post to a couple of businesses that I’ve met recently who are taking real risks… hence, the title. For those of you that haven’t read Aldous Huxley’s classic, the novel is set in the future and depicts the 26th century, when the world has become a united state, without conflict, war, or poverty. Utopia right?

Written in an age of increasing automation (1932), the alarming vision that Huxley portrayed was a call to comprehend that a civilisation in which all individuals are controlled for the benefit of everyone, would result in a complete loss of individuality and freedom… and there’s some large recruitment companies that should take heed of this!

So in 2018, this Utopia seems a long way off, but there a few companies that are embracing this element of individuality and freedom. It first grabbed my attention 4 years ago, when Richard Branson announced that a Virgin company wouldn’t have set holidays any more… as long as the individual was hitting their targets, and it wouldn’t detract from the success of the company, they could have as many days holiday each year as they wished.

So, hearing that they were doing things a little differently, I interviewed Jeremy Thornton from Oasis HR in the UK and spoke with Christian Keogh & Justine Le Bars from Sharp & Carter in Melbourne.

OASIS HR – LONDON

Angela:
When I worked with you many years ago, you were very much of the stance of hiring graduates and growing your own. What is your model now?

Jeremy:
We have moved away from a graduate hiring model to an experienced hire model where individuals have no KPI’s etc. They set and measure their own objectives, so really suited to individuals looking to move away from some of our more ridged competitors. Individuals have total freedom to choose their own hours and decide where they work. Transitioning the business to flexible working required a total shift in culture and attitude of everyone across the business.  

Angela:
So what was the hardest change to deal with?

Jeremy:
The hardest people to adapt and change were the Directors, having always worked in a traditional style. When we launched the new style of working, we knew revenue would initially drop, as everyone needed to adapt. A few did not manage it and as a result decided to leave. 

Angela:
So how long did the transition take?

Jeremy:
After 4 months of revenues declining, we thankfully experienced the expected change and have seen a 30% to 40% increase in revenues per head.  

Angela:
Now that you’ve got the confidence that it works, what other initiatives has this spawned?

Jeremy:
We also launched a six month paid sabbatical for individuals who have been with the business for three years or more. For the one member of staff who has taken one, the impact has been amazing. They returned rejuvenated and have over performed since.   

Angela:
What has been the overall result for the business?

Jeremy:
It was a massive risk to us as a business making these changes, however the result is we now have a truly desirable EVP and having exceptional individuals join us who are culturally aligned.   

Angela:
What did you learn along the way?

Jeremy:
My key learning is that there is no halfway house, you are either a truly flexible mature self-managed business or not.  To experience the benefits you have to fully commit and have faith in your team and fully trust them.

So, no KPIs from the management team, work whichever hours you wish, where you wish – in the office or not and a 6 month paid sabbatical after 3 years. I don’t know any other company that brave!

An article on FT.com wrote that Aron Ain, chief executive of the Kronos management software group decided to introduce open vacations at the beginning of 2016, after struggling to recruit workers. But he did not do it willy-nilly, as he explains in the Harvard Business Review. He decided to return any savings to employees, by boosting maternity leave and other benefits. He used a consultant to figure out pitfalls, such as people being afraid to ask for too much time off. He also tried to sidestep such problems by insisting employee leave was tracked to make sure managers were handling leave requests fairly.

The result: employees took off an average 2.6 more days last year than in 2015. Voluntary turnover dropped. Workers said they were happier and Mr Ain thinks it is no coincidence that 2016 was Kronos’s best financial year ever.

So on to Australia and how recruitment consultancy, Sharp & Carter, have also taken some of these risks and are approaching the traditional business model a little differently.

SHARP & CARTER – AUSTRALIA

Angela:
How would you describe the way that the company empowers its staff?

Sharp & Carter:
With many high performing staff who are self motivated, there is less emphasis on driving performance through unrealistic targets. We try to empower people by giving them flexibility and the choice to work the way that works best for them and to grow them at the same time. We have an amazing 12 months Graduate Program that has given amazing results and constant initiative to support and grow our employees, professionally & personally (we are about to start the ‘Ritualize Program’ for each employee in the business.)

Angela:
What has been the year on year revenue and staffing growth stats, since the company started?  

Sharp & Carter:
The revenue at Sharp & Carter has increased ten fold since July 2013 and our staff numbers have increased six fold and keeps on growing year on year. However we do not recruit for the sake of it, the growth of Sharp & Carter has been a question of opportunity and will remain that way. When we meet someone that we have a good connection with and we feel would fit our culture then we are happy to open a position/a division around this person, which is quite a different approach versus other businesses.

Angela:
Are there any restrictions/rules regarding a Director being able to buy into the company to be able to run their own division?  

Sharp & Carter:
All of our directors are high performers, they are very driven and want to take Sharp & Carter to the next level, but most importantly we partner with people that live and breathe our values and that are the right cultural fit. People that care for other people, equally inside and outside the business. There is also an underlying trust in our staff given that they live by the values of Sharp and Carter.

So, hopefully this has given you food for thought, that there are other ways that companies are being successful… you don’t have to follow the tried and tested methods, but you do have to commit.

Photo by Slava Bowman on Unsplash

AUSTRALIA'S BIGGEST MORNING TEA AT SHARP & CARTER

On Thursday 25th May , Sharp & Carter hosted Australia’s Biggest Morning Tea across both our office’s in Melbourne & Sydney. It was a good opportunity for us to get together and raise money for a great cause where we got to be creative and baked up a storm to enjoy some delicious morning tea!

ABOUT CANCER COUNCIL

Since there establishment in 1936, Cancer Council Victoria has developed an international reputation for there innovative work in cancer research, prevention and support. As an independent, not-for-profit organisation, they play a leading role in reducing the impact of all cancers on all people.

They are the nation’s leading cancer charity, uniting the community, creating hope, providing support and saving lives.

1 in 2 Australians will be diagnosed with cancer by the age of 85. One dollar at a time you are making a real difference helping to fund Cancer Council’s vital research, prevention and support service programs.

By hosting a morning tea you help make an impact on the following:

$15 can help provide easy-to-understand information on treatments, practical advice and emotional support to cancer patients and their families.

$25 can help provide resources to help people in the workplace support a colleague diagnosed with cancer

$50 can help make sure there’s a cancer nurse available on 13 11 20 to offer information and support

$150 can help provide transport and accommodation for people who need to travel for vital cancer treatment

$200 can connect someone with cancer to a peer support volunteer who has been through a similar experience. Their connection can be a source of tremendous emotional support, as well as the chance to share valuable practical information

$500 can help fund a support group where people can meet and share their experiences in an emotionally supportive environment

$1000 can help support our ground-breaking research into new and better ways to prevent, diagnose and treat cancer, with the potential to save thousands of live.

CONTACT

Cancer Council offer all kinds of support for people living with cancer, their families and carers, from financial and legal assistance, to counselling services.

Website

http://www.cancervic.org.au/how-we-can-help/phone-support

Join the community by :

  • Facebook
  • Twitter
  • Youtube
  • Instagram
  • LinkedIn
  • Instagram (cancer council)

 

 

BUILDING YOUR PERSONAL BRAND – STANDING OUT!

It might sound fairly obvious, but in order to secure your dream job, you need to stand out from your competitors – that is, the other candidates gunning for the same role. When an organisation is hiring, they will rank candidates’ suitability on a few key factors, the most common being previous experience. This is clearly an important element to be considered. However, there are plenty of factors that ultimately determine who gets the job, and these can often outweigh experience. What we’re referring to is your Personal Brand.

So here are a few things that make up your Personal Brand, and some tips that can help ensure you put your best foot forward in securing that dream role:

  1. Preparation

    Research & Knowledge is the key

    Before you go to any meeting or have a phone conversation with anyone, do as much research as you can. Research on the business, the person you’re meeting or speaking with, culture, people that have worked there in the past, annual reports & general industry trends. None of these things may come up in conversation, but if they do, you’ll definitely stand out when it’s evident you’ve done your research.
     

  2. Presentation

    Whether we like it or not, first impressions last – so look your best!

    Make sure you’re dressed appropriately for any interview or meeting you have throughout the process, including with the Recruiter. As part of your preparation, research who you’re meeting with and determine the suitable dress code. And always bring a compendium or notepad to a meeting – it looks more professional than turning up empty handed.
     

  3. Articulation & Language

    Sell yourself clearly & concisely

    The best way to refine your personal sell is simply to practice. Most people can easily answer typical questions like “Tell me about your background” or “Talk me through your experience” when talking to friends, colleagues or family members. However, it’s a different story in an interview scenario or when you have to tell your story to someone you don’t know, who may not know your industry or may have time constraints. So practice using different language & styles until you master selling yourself clearly & succinctly.

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      4. Follow Up

Show that you’re keen

Following a meeting or interview, it’s always great to follow up with a “Thanks for your time” type email. If you haven’t heard back for a while, you should also follow up with a phone call to indicate you’re keen on the opportunity as well.

 

So a few things to think about. At the end of the day, your personal brand should be something you’re proud of, and how you would like to be perceived by others – so work on it! Ultimately, it’s what sets you apart from the rest.

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Your Personal Brand Tips from Sam Arico, the Director of Sales & Marketing.