When I first joined LinkedIn 10 years ago, it was the realm of IT professionals and recruiters, and that’s about all. But today’s LinkedIn is a diverse network of entrepreneurs, white and blue collar professionals, talent acquisition teams and everything in between. From graduates to seasoned senior managers, if you don’t have a LinkedIn profile are you really here?

It was about 12 months ago that I really saw the change, even though I’ve been preaching the story for a number of years. With video integration making waves, the ability to follow companies and post proper jobs, source talent and customise your header with a picture - all these options have really funked things up!

And with these changes, the emergence of a new generation of users came into the fold – brand marketing experts, LinkedIn influencers and vloggers – and the list is still growing. If Justin Trudeau is there, clearly you definitely need to be there too!

So, do you really need a LinkedIn profile?

If you want to build your professional brand If you’re looking for a new job (or a career change) If you want to grow your business network

The answer is a resounding - YES!

LinkedIn is a great way to showcase your skills and experience, while simultaneously connecting you with others in your industry or specialty area.

You can find brands or people to collaborate with, new recruits for your team and it’s also a fantastic place to research companies and their teams.

Okay, so now that you recognise the importance of a LinkedIn profile, what are the three most important things you need to get started?

1. Upload your photo – use a professional shot if you have one, it does make a difference. If not, find a great amateur picture of yourself and make sure it’s just of you (no puppies or cars please). You want it to represent you and your brand clearly.

2. Write your summary – What do you want others to know about you? What are your professional motivators? What makes you get up in the morning and what skills or experience could you help others with? Don’t be afraid to add in a fun fact - I mean you’re human after all. So what’s a hobby that could be a conversation starter?

3. Update your qualifications and most recent jobs – Start listing your most recent jobs, including your current role. Link the company details back to the company page for ease of searching. Next summarise your work history into a concise paragraph or some bullet points. Keep it simple and think about the words you choose – don’t just use industry jargon, rather use words that others might search on to find experts like you.

Want to know more about growing your professional brand?

This is just Step 1. Stay tuned for weekly updates and more great tips to develop your profile on LinkedIn and through the recruitment process via LinkedInorFacebook

Relevant experience is one of the biggest things employers look for when hiring applicants, so why are older contenders who have served decades in the working world often overlooked? I spoke with 2SER this morning on this very topic.

Mature workers bring a unique perspective and valued skills to the workforce. Unfortunately, due to age discrimination and bias, they often get given the flick before being given a chance to shine.

The most common form of perceived discrimination is the negative assumptions about older workers’ skills, learning abilities or cognitions. Or alternatively wondering how long the worker still wants to remain in the workforce.

Regardless of age, looking for a new job can be daunting and confronting. Whether you’re a first-time job seeker or a seasoned professional with lots of experience under your belt, understanding the process and knowing what is expected of you as a candidate is sure to make things a little smoother.

The Two Perspectives

From an employer’s perspective, a major consideration when hiring someone older is how much longer they wish to remain in the workforce. There are questions raised surrounding retirement, what their skills are and what they’re most passionate about.

Many experienced and mature aged employees will be seeking longevity and job security. They’re planning for retirement and organising life savings - they want stability. So, being able to communicate this in your resume and cover letter is really important.

They want to hire an applicant who is passionate, qualified and dedicated to the role; someone who can be relied upon to stay within the company for as long as needed. All mature-aged candidates I have placed in new roles have been honest and direct about their long-term plans for the future, which is always appreciated and builds trust with your prospective employer.

Having a team with a diverse age range is extremely beneficial to any organisation.

Older workers can act as mentors to younger ones and this relationship is mutually beneficial. Younger employees happily share their knowledge on new trends, ways of working and the ever-pervasive technological changes. These kinds of relationships are great for employee team building and in-house efficiency.

In this sense, the needs of both parties seem equally matched, possibly even a better match than hiring a younger applicant who is finding their feet and may be less concerned with job longevity and more focused on pursuing their ambitions.

However, this isn’t always the case, and older applicants often find themselves drawing the short straw when it comes to hiring processes. So, what can older applicants to do to increase their chances?

Making Your Mark

Before getting to the interview stage, the first hurdle is the submission of a resume. Many older candidates assume that they should include their age (or date of birth) and marital status in their resume when neither is necessary.

Ensuring the font and style of writing is clear and easy to read also bodes well. The most important part is making sure that only your relevant job history, skills and qualifications are included – 3 pages should be the absolute maximum and only the last 10 years of work history is required.

To keep up to date with resume styles and layouts, a quick Google search will pull up thousands of examples. There are also multiple articles online, which can help guide you through the steps of how to build an effective resume or follow the amazing Kerri Twigg for some awesome recruitment strategies.

Another hot topic for job seekers and employers is social media. It’s quite common for an employer to conduct an online search of a potential applicant before making an offer. This is often carried out to ensure the candidate is a good cultural fit and is presentable both online and offline, particularly when their personal name is associated with the brand.

A great social media profile can be a big tick, but not having anything at all won’t put a strike against your name.

In fact, it’s better to have no online presence as opposed to a half-finished or potentially controversial one.

So, maybe hold out on linking your personal blog where you voice opinions on loaded topics. Also, make sure your profile is using a relevant online tool – if you’re a fashionista setting up a blog, Instagram and Facebook may be the best sites for you. If you have a corporate background, LinkedIn is a far better tool for you.

If you do plan on setting up a LinkedIn profile, make sure to create it properly and fill in all the required details. If you aren’t sure how to do this, it is best to seek out a professional LinkedIn profile writer or ask someone who is knowledgeable to set one up for you. Always make sure your page has the correct spelling and grammar, for it’s the little details that add the most value to your application!

Remember, just because you’re over 50, doesn’t mean you can’t change roles or careers for that matter! If you need a little inspiration, check out Lyn Slater, the 64-year old Accidental Icon – if that doesn’t get you thinking positively about your next career move, nothing will!

Check out the Podcast of our chat here

If you want to keep up-do-date with the latest in recruitment news and industry knowledge, follow me on Linkedin or Facebook

It’s time to go live again and this time I’m taking you through what recruiters and employers really want and how to get ahead of all those other applicants.

I’ve been in agency recruitment for over 12 years now – I’ve recruited for big brand names like Telstra and Virgin, and tiny little companies you would have never heard of.

They all have different needs, different recruitment processes and different roles. But they all have one thing in common – they want the perfect person for their vacancy, and they want that person now!

This time I’m chatting with Kathryn Kavanagh of Momentum Lab who’s had years of experience sifting through applications to find the perfect squirrel! Watch our discussion below >

So, you’re a job seeker hungry for that perfect role. But for some reason your recruiter, the HR Manager or hiring manager isn’t showing you any love. Well, usually there’s a good reason why. It could be your lack-luster cover letter, incomplete resume or simply just the volume of applicants that leaves you by the wayside.

If you want to be that person that makes the recruitment consultant do the “happy dance” you need to make sure you stand out from the crowd.

So, here are my tips that you can action right now:

Make sure your resume is easy to read and grammatically correct.

That means perfect spelling. If you are going to say that attention to detail is one of your strengths, make sure your CV is absolutely spotless! Don’t give the reader an opportunity to doubt you. Get a friend or a colleague you trust to read over it just for a fresh set of eyes.

Be sure your social media presence checks out.

Take an objective perspective – imagine you are the employer. If you love to go our partying on a weekend, happen to write a mummy blog full of swear words or have a random obsession that others might not appreciate, it might be time to make your Facebook and other social media profiles private.

Don’t forget that the first thing employers will do is a quick search on Google before they even call a candidate. Therefore, if there is anything you don’t want to be seen, make sure it’s out of the public eye before you hit “apply”.

If you represent your own business, OWN your brand.

This applies to this pitching for consultancy work, project work or as a freelancer. Your social media, blog or Facebook page is a showcase for who you really are and your style or work, so OWN it.

Make sure that these platforms really sell your skills and pitch your value. It’s all about reflecting yourself in an authentic way and making sure that you are representing yourself in a way that’s relevant to the role you are applying for.

Make sure your platform profiles are current and professional.

Time to audit your LinkedIn profile? Is it something you set up with one job and forgot the password (so haven’t done anything with it?) Or is it a great profile but happens to have an awesome photo of you and your child at a park or with your hubby at someone’s wedding?

You need a strong profile with your qualifications, your last three jobs (at least) and a strong executive summary. But, most importantly, you need a GREAT profile photo. One that is professional, approachable and represents YOUR brand. It’s super important.

Find a photographer that gets you and whose style you love. I was lucky to have the amazing Prue Aja Photography do my photo branding session. Along with a number of my clients, she was able to perfectly capture me on a personal and professional level, showcasing my slightly crazy and outgoing personality in the shots.

Your CV needs to be in reverse chronological order.

And it MUST have a summary (executive summary or overview) at the beginning.

This is your chance to draw the reader in; explain who you are, how you got there and what you are looking for - all in one paragraph. Having the CV set out like this makes it easy to read and understand.

Include a Cover Letter that is specific to the role itself.

If the position advertised has a contact person listed, address the Cover Letter to them, not “To whom it may concern” or “Sir/Madam”. If it doesn’t say it on the advert, try to find out! Someone who does his or her research and finds out who the Hiring Manager or HR person is without being told, always gets a tick of approval in my book. People who go over and above in terms of research and desire to get the job are a brilliant sign of someone who really wants to job. And that’s usually half the battle.

Ok, so the 5 points to remember, before hitting “apply” on your application –

Perfect grammar and spelling.Make sure your CV is in reversing chronological order and has a summary up the top explaining who you are, how you got there and where you want to go.Make your CV and experience is relevant to the specific job you are applying for.Check that your social media profile is relevant to the job and squeaky clean. If it isn’t, make sure it’s private!Include a Cover Letter or email directed to the person actually recruiting the job. If it doesn’t say on the advert, find out!

And as with all things worthwhile, take the time to make the effort – it will pay off. If you need recruitment assistance or employment advice, feel free to contact me directly at ahodges@purplesquirrel.com.au.

In my circle of social media and client contacts, there has been a lot of discussion about recruitment.

How can we attract our ideal candidates (especially when as an SME we are competing against the bigger, sexier companies)?

How can we find the best talent for us on a budget?

Why aren’t we getting quality candidates applying for our online job adverts?

Why is this taking so long? (lol)

So I figured that maybe a few key tips and tricks could be useful to people no matter what their industry or location. And I decided that Facebook Live was a great place to do it so people can ask questions in the moment and I could answer them.

Watch our discussion below >

So, what are these recruitment mistakes I shouldn’t be making?

1. Most clients and recruitment agencies advertise their jobs on online job boards like Seek and Indeed. But they forget that the job advert is exactly like when they advertise their own product or service.

You need to sell it, but also make it real so when someone does get the job there aren’t any hidden surprises. One thing people don’t consider when writing these adverts is that a high majority of candidates are viewing them on mobiles or other devices.

So, if you have an advert that was a 1-pager on your computer, imagine reading that on your phone – would you read it all? I wouldn’t. I’d read the first part, skim the middle and then probably get bored and pass.

So, my first tip is make sure your advert is short and sweet – decide what your key messages are: Who are you (the company); What do you need (what’s the role); and Who is the person you want (candidate). You need a strong call to action for them to apply.

2. Use recruitment marketing to your advantage!

Once you know your ideal candidate and your target audience, use social media to your advantage and see if your “followers” or “customers” want to join your team.

Make sure you talk (if it’s a video) or write (if a graphic or advert) in their language. Use those marketing skills your business has in a different way – to target candidates rather than customers. You need to make sure you link your website, FB page, LinkedIn, EVERYTHING!

And attach or link the call to action – where or how should they apply? Again, make it short and sweet. If you need a cool idea on how this can be done to suit your market, check out CEO, Jane Lu from ShowPo. She did an awesome video recruiting for her team. What are candidates going to want from your business? Why would they want to work for you?

3. Timing – don’t take too long to action things!

One week is the maximum you want to wait for anything once you are in the process of recruitment. That’s for screening candidates, first round interviewing, feedback from interviews, offering a candidate, etc. If you take too long, you might lose your change securing that perfect candidate.

It’s like selling a house or dating someone new, you don’t want to seem to desperate but you also don’t want them thinking you’re not interested! Better to always be too quick than too late and crying afterwards when you have to start the whole process again.

Ok, so the 3 points to remember –

If you need recruitment assistance or employment advice, feel free to contact me directly at ahodges@purplesquirrel.com.au.

It's a comment I hear so often in recruitment.

Even more so at this time of year. Many candidates try to stick a job out for a while - they don't want to jump around or seem dodgy to a new employer. But there comes a time when they have to make the hard decision - to consider other options.

"The position just isn't what they told me it would be."

The decision to investigate other opportunities or even talk to a recruiter is usually a big step, one that is thought out and not taken lightly by most employees. There has to be something really wrong for it to happen. So, why do I hear this same story from so many people?

Because they are being sold a position that isn't what the role actually is and it happens a lot - for a variety of reasons.

Agency recruiters are generally paid on placement of candidate - a 'bums on seats' mentality. Hiring managers are usually the ones who take on the extra workload, so they want someone in quickly. HR professionals have internal KPI's to meet and pressure from the rest of the business.

Everyone is keen to get someone in the role - and quickly.

Quickly or not - we need to be telling people the truth when we are hiring them - and that starts with the recruiter (if one is being used). The truth, the good, bad and the ugly.

Many an agency recruiter have been known to sugar coat a position or to tailor the role to the candidate, as opposed to finding the perfect fit for the company and vacancy. This causes problems not only for the placed candidate but also the hiring company... and ultimately that recruiter too!

Whether you are an internal HR professional, agency recruiter or hiring manager, the best way to hire the right person is to be upfront with candidates.

If the candidate is right for the job, they won't mind the challenges, the size of the team, old IT systems, whatever - but if you hold out on them now, it creates a feeling of mistrust from the very beginning. Not a good look.

My tips for candidates to avoid accepting the wrong position:

Ask why the position is vacant. If someone left the role, ask why they moved on. Ask probing questions and/or do your own research within the industry and networks you have relationships with. Ensure that as part of the recruitment process, you meet face-to-face with your direct manager.If it isn't possible (they are overseas, for example), do a Skype call. Make sure you will work together towards the same goals. If the position involves people reporting directly to you, see if you can meet with the team before your start date in a relaxed setting - an informal introduction. This allows you to be prepared for managing personalities, group dynamics and experience levels before you actually start. If you have any questions during the recruitment process, speak up! Don't be afraid to ask. You know the saying, "speak now or forever hold your peace".

My tips for clients to avoid engaging an unsuitable candidate:

Ask the candidate what their ideal role is BEFORE you tell them about the position. Then the candidate won't be repeating the position back to you just to get a job. Be honest and upfront about the realities of the role versus the job title (ie. if it is a Sales Manager position but doesn't actually have any direct reports - is the actual role more of a senior sales role?) What is the time frame for hiring more staff, if that is the plan? What are the biggest challenges the candidate might have if they accept the role? You want to make sure they are up for it now, rather than finding out later when it is too late.

A wrong hire costs everyone - the new employee, the hiring manager, HR, recruiters and customers.

Not only in time, as the process may need to be repeated to find the right candidate, but also in money; lost productivity, internal team issues, bad impressions within the broader industry about the company... the list goes on!

My suggestion to candidates and clients is simple - take your time. Find what is really right for you and the business. Be honest and upfront; it's an adage I live by and it has worked every time.

If you need recruitment assistance or employment advice, feel free to contact me directly at ahodges@purplesquirrel.com.au.

As you can imagine, I get to see hundreds of resumes and cover letters in my work.

Screening them, sorting them and sifting through the candidates is a large part of my job as a recruiter and I have seen some fantastic ones, and some not-so-good ones.

I did a presentation at the IMB over at the University of Queensland to a group of PhD students and post-doc researchers. What is normally a session of about 20 to 30 people grew quickly to almost 100 and the room was buzzing with questions and people wanting to know more about the recruitment process and how to write a successful CV.

Clearly there is a need for more information. So, here are my TOP 2 TIPS for CV success.

"Your resume is your marketing collateral"

1. You need an Executive Summary

Make sure you provide an overview of yourself - the first page of your CV is like the cover of a book. You want people to open it up and read more. A short paragraph is all that is required, and should include where you have been, where you are now and where you want to be in the future.

2. Spelling & Grammar

This sounds simple but you wouldn't believe the amount of applications I see with grammatical mistakes, incorrect spelling and badly written sentences. If you are stating that your key strengths are "attention to detail" or "excellent communication skills", make sure you show that in your resume!

"Make brand YOU the best it can be"

Your job application is your one chance of getting an interview and securing the job of your dreams. Make sure you don't waste it.

I hope this information helps! If you are after a speaker to talk about recruitment, resume writing or professional branding, why not have a chat with me? Email ahodges@purplesquirrel.com.au.

…Or were they always that way?

Many technical specialists across a variety of industry sectors shudder when they hear the dreaded “sales” word. I have lost count the amount of people in an interview who slipped out the line, "but I don’t want to sell”.

But aren’t all customer-facing roles effectively sales positions?

In the medical and scientific industries in particular, I have seen a number of technical positions change to focus more on outcomes that are dollar driven.

Rather than using the old revenue versus expense business model, companies are seeing the benefit of having a customer-focused field service team who are promoting not only the instruments and equipment, but who are also giving advice and direction on service contracts and agreements.

But many Field Service Engineers just want to get in, fix the machine and get out.

And if that sounds like you, it’s time to either up-skill yourself in engaging and communicating with clients or it might be time for a career change.

Although it might not be in your title, you are the face of the company and you are selling your brand, whether you like it or not.

Now, savvy business leaders are realizing the potential of having quality people in all customer-facing roles and they are making the most of it. Position Descriptions are including a sales component for everyone, and you can make it work for you, but that means a different approach.

A sign of the times? Maybe.

I think this part of the role has always been there. Only now you might be performance managed on it. Consider yourself warned!

When was the last time you updated your LinkedIn profile picture?

One of my connections recently updated her photo, and it really reminded me how important it is to pick the right one.

Let's not waste time beating around the bush…. The photo was a glamour shot. A somewhat "sexy" glamour shot. And this particular connection looks awesome - no doubt about it. But LinkedIn is ”the world’s largest professional network". Or at least that’s what they say when you Google it. So, in a professional setting, is a glamour pic appropriate?

I've got my own opinion. And although that doesn't mean much in the grand scheme of things, I do wonder what a hiring manager would think, a human resource professional, a senior executive?

So, what about the photos of people with their children? Or with their favourite animal or possession (always guys with their boats or cars!)?? Are they suitable for a professional networking site?

The bottom line is that whatever you put on social media is out there for the world to see - we know that. But your LinkedIn profile is also your own personal marketing collateral.

So, have a think –

How do people view you?How do they react when they read your profile and look at your profile picture?What is their perception?Does your photo truly represent you?Is it current, appropriate?If you meet with one of these connections, will they recognize you from the photo?And, most importantly, is there cleavage showing?

If you are hoping to use LinkedIn to develop new networks, to drive your business by creating and strengthening business relationships or to potentially find a new position for yourself… Even if you are looking for staff to recruit yourself - it’s all relevant.

So, I urge you. Go into your profile now.

Have a good and proper look at your photo.

Does it represent you in the best possible way?

And if not, go get yourself a new one that does. It takes time and energy but believe me, it REALLY makes a difference.

And if you do put up a new photo and you get a response that says anything like: “Wow, looking hot”, might be time to re-think that particular photo.

And put on a different top.

I get calls every week from highly intelligent, well-educated professionals who are looking for a career change.

They are predominantly from the academic or scientific world and are keen to get out and into Sales or Applications-type positions. They want to be in positions in the commercial world.

The conversation usually goes along the lines of "I can’t work in a lab anymore!” or “I want to interact more with other people" or something like that. But sometimes they don’t really know what other options there are.

Highly trained and well educated unfortunately doesn’t guarantee you your dream position.

It doesn’t even prepare you for the world outside the tertiary education system. Many candidates apply for loads of roles without hearing a reply at all, and get pretty disheartened.

As a recruiter, I get that if a candidate just doesn’t have the experience required for a position, it’s hard to take the time out of an extremely busy day to chat with someone about their aspirations.

But after having a number of these conversations with some seriously awesome people, I thought: “Why don’t I just write about it?” and hopefully this can help out some of the people struggling to get their break into the industry.

So, if you are looking to have a change in your career, here are my TOP 5 TIPS to get you started BEFORE you start applying for jobs or talking to HR/Recruiters:

1. The real low-down.

First things first, you need to find out the realities of the job – the day-to-day duties, expectations, culture and requirements to get into that kind of role. Talk to people in the industry. If you know someone who works in a position like the one you want, go and take that person for a coffee and ask their advice. How did they get their break? Can they talk you through a typical day or week in their job? You want the good, bad and ugly so you can make an informed decision about pursuing that career.

2. Skills assessment.

You need to be able assess your own skills objectively – what are your strengths and weaknesses? What skills or experience do you have that is relevant or would be useful in that job and what are you missing? Once you know what skills you are lacking, you can work on gaining experience or knowledge to overcome it.

3. Jobs, jobs, jobs!

Check out advertisements on online job boards but DON'T APPLY FOR THEM YET! This is where you hit the research phase. Look at what companies are open to recent graduates or who state they will provide training for the right person. There will be many common themes – what do employers or agencies want for this role? Identify those points to give you direction on what you need to develop and add these to your skills assessment list. But don't apply until you are really ready.

4. Perception is reality.

Make sure your LinkedIn profile and resume represent the best of you for the job you want. Remember that things a University may be looking for in a CV may not be as relevant in a corporate or commercial position. Always be honest but make sure you identify the skills that are relevant or that could be advantageous in your dream job (for example if you are looking at a sales role selling scientific equipment and you did the purchasing in your lab role, what equipment did you use? What instruments are you most familiar with and what brand are you an expert at using?).

5. Target the right people.

Don’t spam recruiters or HR people. Use a targeted approach and only apply to roles you actually think you could do! Write a cover letter than is specific to that role or at least that describes honestly what you are looking for and explains your “story”. Network with relevant people and ask for advice. But make sure you are professional and courteous – if people take the time out of their lives to help you, even a simple “thank you” is appreciated… and remembered when a role becomes available.

Now that's you're in the right head-space, have done your research and have your marketing collateral (CV and online profile) ready to roll, you can start reaching out to people hiring...

Show them your drive and determination to change your career. Along with your existing experience and skills, you are showing them you really want to change positions and that you aren't afraid of a bit of hard work to get there. They will appreciate you coming to them prepared.

The search to develop your new career may not be easy. It won't be quick.

But if you take it step by step, do the right thing by those helping you and present yourself in an honest, positive way, you never know – your dream job might be waiting just around the corner!