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The Pros and Cons of Outsourcing and Offshoring in Testing & Project Services

With the landscape as it is today — the internet has enabled businesses to connect with people resources anywhere in the world to complete most tasks. As a result there is a rising debate over the pros and cons of outsourcing and offshoring. For many companies today, the that is the question. But the other question is whether or not either are worth it.

  To outsource is to contract work to a 3rd party, say a Project Management company, for example, to manage the build of platforms or systems. To offshore is to have work done in a different country. Of course, it’s possible to outsource and offshore – engaging a 3rd party in a different country to complete this work.

  Both outsourcing and offshoring come with a host of benefits, but they can both also come with many challenges, particularly in Testing & Project Services.

  Here we will aim to explore both the good and the bad, to help paint a picture of the opportunities to be had and the challenges to be wary of.

  Pros and Cons of Outsourcing or Offshoring

  Let us start with the pros.

  It’s pretty easy to spot the benefits of engaging a 3rd party. Typically there are only two reasons why a company is like to even consider it:

They want to tap into expertise that they lack in-house

They could do it cheaper externally.

  Outsourcing is a pretty compelling option if there is a skill gap internally. Perhaps there are even staff that could do the job, but they may not have the same level of experience or support to bring the ideal level of expertise to the project. A 3rd party organisation, on the other hand, with a specialism in this area and expertise in outsourcing to various businesses, comes with a whole package around them – additional staff, experience, etc.

  If you’re considering outsourcing, you may as well compare prices abroad, right? That is where offshoring is no doubt going to catch your attention. Offshoring to a 3rd party in a cheaper country will inevitably bring with it the ultimate benefit of cost saving. As the costs are lower, it usually means you can afford more people and get things turned around faster.

  As with all good things, it’s not all good, all the time.

  There are a number of potential downsides to outsourcing and offshoring. When you outsource work, communication becomes more difficult. Many organisations can take for granted the fact that everyone within the company knows their lingo, the vision of the company and the project. When dealing with a 3rd party, it can be tough to communicate these things and often will require conscious caution to change your language and thoroughly explain things that you would usually expect people to know.  

  This means that outsourcing can end up much more hands-on than one may initially think.

  When you then take that offshore, the challenges only increase. In many cheaper countries, the geopolitical climate can be unpredictable, and the language difference makes communication even more challenging. Even if you’re dealing with people who speak perfectly, the lingo and Australianisms, again, may not translate, making it difficult for everyone to get on the same page.

  Another additional factor that many businesses may not consider is that when they begin to rely on 3rd parties, they may be creating a skill deficit within the organisation, which brings a severe risk of overreliance where the 3rd party is the only one able to manage certain functions. This is pretty scary if you imagine that something happens to that business, could your in-house team take it all back and be able to stay afloat?

  Outsourcing and offshoring can be a godsend, and many organisation utilise these services with amazing results. Should you do it or not? We can’t give those answers, unfortunately, but if you decide that you’d prefer to have those staff internally, whether permanent or on a contract, we can certainly help you there.

Give us a call today to help find the right Testing & Project Services person for your needs.

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Pros and Cons for Contract vs Permanent Employment in Digital

The traditional terms of work have changed dramatically over the past decade. When the GFC hit, many companies were forced to downsize, then as the market picked up, many tentatively engaged new resources in a contract capacity, giving them more flexibility to operate lean, picking up and putting down people resources as required.

  A decade on and contracting has become an increasingly more popular option for skilled workers. Particularly as technology has advanced and those in digital are in higher demand. Self-employed persons currently make up 18 per cent of the Australian workforce, and this number is growing.

  Contract Employment

Contracting has enabled them to keep their wages high and pick and choose what they wish to work on, picking up and putting down projects based on what is out there, interesting and benefiting to their experience.

  Contract work comes in a variety of shapes and sizes, candidates may charge hourly, or daily, and the lengths of contracts may range from a few days to a few years. The benefit for the business is that they only pay for work done; no holiday pay, or sick pay, just work completed.

  The benefits for contractors are many:

Contract roles typically pay more than permanent roles

Contracting candidates tend to move around more, gaining experience on different projects, in different industries and with different teams

Contractors can often be more flexible with their time, as they only charge for time worked, so it’s easier to negotiate days off or different hours.

  The flip side, however, requires us to take a different look at some of the perks – contractors have flexibility because they only get paid for the work they do. This, of course, means that there is not as much security. If a contractor is sick, has a family emergency, or anything comes up that stops them being able to work for a period, this is going to have a significant impact on earnings.

  Just as a contractor can drop clients as they please, the client, too, can drop contractors as they wish.

  Permanent employment

Permanent employment, on the other hand, is stable. The organisation pays a salary which includes great things like paid annual leave, as well as sick and carers’ leave. There are also often opportunities for bonuses, promotions and access to professional development.

  The downside for the employee may be if there is a lack of exciting work and the downside for the employer is the responsibility of managing an employee that may become disengaged.

  Of course, the above is a pretty black and white look at the employment landscape, and anyone working in the digital field today will know that the options for engagement go way beyond a typical permanent arrangement and typically contract arrangement. More and more permanent roles today offer workplace flexibility, so what was once only enjoyed by contractors exclusively, can now be enjoyed by permanent employees – things like remote working, hot desking and flexible hours.

  Whether or not contracting is right for you is really up to you. If you’re good with your savings, welcome periods of forced leave while you look for new opportunities, and enjoy the flexibility to move around and try different things, then contracting is likely to be an amazing option that gives you the flexibility to explore and grow in your career. If you have a lot of financial responsibilities, uncertainty brings you stress, and you want to grow within a set structure, then chances are permanent employment suits you best.

  Just remember, there is no right or wrong when it comes to deciding how you like to work. Whatever your style, there is a company to suit you, and we can help you find them – whether it’s in a permanent or contract capacity.

Give Launch Recruitment a call today.

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5 tactics to improve your hiring process

For many years now, securing the best staff in tech and telco has been tough. Demand for skilled employees has increased exponentially, and the number of people available has decreased while more tech jobs are available than ever before and universities are unable to magically age and rapidly progress the education of young workers. This has put organisations in a challenging position, all vying for the best candidates, pushed to revamp their processes to guard against missed opportunities and gear them up for securing the best available talent.

We believe that the same steps are going to get you the same results. Fortunately for us, we gather insight daily from conversations with candidates and companies telling us what they need, what they want, what works and what does not. Fortunately for you, we like to share good tips.

Here are five ways for you to improve your hiring process

Build an excellent employee value proposition (EVP)

Whether you like it or not, tech candidates are in high demand, and with that, they have the right to be more discerning about what they expect from an employer. The EVP is essentially the complete experience of working with your company. It should include:

Work

Rewards

Environment

People

Opportunities

Setting out a clear EVP helps your online voice (websites, adverts and job ads) to resonate with your ideal candidate, leading them toward you and away from competitors.

Move quickly

It will come as no shock that time is of the essence when in a competitive environment. What should not happen is a loosening of the process. On the contrary, this is an opportunity to tighten up the processes, improve your interview techniques to reduce the number of times a candidate has to come in, all the while maintaining the same stringent thorough analysis and questioning.   

Use behavioural descriptive interviews (BDI) or topgrading

Employers needing to act fast and make sure the hire is right should look to apply some tactics designed to guarantee the interview process is thorough, and the person is being assessed correctly for the specific role in which they are applying. BDIs help to get the candidate to detail their experiences, which can then be reviewed against the need of the role. Topgrading leverages detailed chronological interviews to help organisations learn about applicants based on patterns from various rounds of interviewing and competency questioning. The benefit to both is that they keep the focus on the applicability to the role, not just their likeability.

Embrace recruitment tech and social media

Today there are excellent AI tools available to assist your recruiting efforts. These tech tools can help to review and select the best CVs, through to assessing your organisations’ skill gaps. Digital marketing is another big must-do. Not only does social media help you to keep in touch with your ideal candidates and customers, but it helps you to learn about them through insights and analytics. You can promote the internal culture by posting about new hires, bringing together a community watching how you treat your staff, creating a pool of interested candidates.

Use a specialist recruiter

As the availability of quality candidates has reduced, the need for skilled partners who can find them and tap them on the shoulder has increased. Working with an agency gives you unique insights into the market, we can consult with organisations on what they need to do to get the best people over the line, and we have the best people in our networks. Candidates today are mostly not actively looking; this means a lot more candidate care is required to get the details and the trust of the best in the market. Agencies can help uncover candidates that would never respond to a job ad and will only take the guidance of a recruiter they trust.

If you’re ready to revamp your process and secure the best person for your role, get in touch with Launch Recruitment to speak with our tech and telco experts about how they can help.

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LinkedIn Etiquette As We Enter Facebookification

We. Love. LinkedIn! I mean, what recruitment agency cannot adore a tool which allows professionals to identify and network with one another? There is likely not a recruiter on this planet who doesn’t invest half their life on this platform. Considering this, if there was any individual industry that was going to have significant gripes about how people behave on this platform, it’s going to be us. So, as the self-proclaimed authority on how one should conduct oneself on LinkedIn, let’s talk about etiquette.

Gone are the good old days when the biggest gripe about behaviour on LinkedIn was lacking a good photo, or not logging in frequently enough to respond to connections or messages. Today it feels a little like LinkedIn has lost its way, after selling to Microsoft in late 2016 users and the platform itself seems kind of confused about what’s going on. Perhaps it is this which has led us to the Facebookification of LinkedIn, which now appears to be plaguing the platform.

I’m sure everyone knows what we’re talking about. If you’ve logged in lately and wondered why your LinkedIn newsfeed looks a lot like your Facebook feed, that is what we’re getting at.  

With the lines blurring a bit between how much you should be reflected on your professional networking page, let’s go over some tips for staying on the right side of professionalism.

LinkedIn is not Facebook

We know it can be tempting to share cute Happy Friday cat videos, or memes about Monday’s that counter the anti-Monday culture and make you look uber motivated and stoked for work. While they’re cute and yes, people stop to engage with them, this sort of content could work for or against you. While one company may love that you show personality on the platform, there will be five that view it as unprofessional.

Observe your behaviour on the platform. Is it becoming too casual? This goes for both what you share on the newsfeed and how you engage with connections.

LinkedIn do’s and don’t’s:

Newsfeed do’s:

What you share can be useful to your network and can demonstrate that you have a finger on the pulse of what’s happening within your field. Do share useful articles and insights relevant to your role or industry.

Newsfeed don’t’s:

Avoid the memes, videos and whatever else could be borderline unprofessional. If it adds no knowledge-value to your network, it is probably not worth sharing.

Networking do’s:

Send an introduction to everyone you connect with. LinkedIn is a networking platform, and the best connections go from a little electronic link to a conversation, to potentially a job, doing business together, or being able to ask one another for advice. Without the introduction, the connection added no value to you or the person you connected with.

Networking don’t’s:

Everyone you connect with is not automatically obligated to meet you, be your friend, buy from you or hire you. Relationships online work the same as they do offline, you have to invest in them, this must be developed, but only if the other party is wanting. Be careful to respect the people you connect with, offer to meet or assist, but also respect if they are too busy or do not get back to you.

Where do you stand on the blurring lines of the social platforms? If you’re in need of some direction on how best to present and secure your next role, get in touch with the team at Launch Recruitment. We would love to hear your LinkedIn stories and help you put your best foot forward.

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How to make your job application stand out from the crowd

We may be in a candidate-short market right now but securing the role of your dreams cannot be left to chance by submitting a sub-par application. Now, more than ever, employers want to see applicants that look like they care about the role they’re applying for, not just throwing their hat in the ring knowing they will get an interview because they have the right skill set and are in high demand.

In a race between two candidates of equal skill, it will be the one who showed the extra engagement in the process, that will get ahead of the pack.

Tailor all applications to the role and company

Carefully read the job description, educate yourself about the company you’re applying with, and craft your application to speak to them. You don’t need to re-write your CV for every application, but do write a bespoke cover letter that pulls out your skills and experience that are relevant to their role. Go into detail about how you believe your previous experience can be applied to their current position, and if able to, describe how you would approach the job.

Your cover letter should also include an introduction of who you are. With the companies values and focus in mind, link your values and interests so that you can demonstrate, in just a few sentences, how you fit their culture, as well as the job they are looking to fill.  

Inject your personality

This goes for your CV and cover letter. Today culture fit is important, and companies do genuinely care about the people they are hiring. Highlighting the best parts of your personality in your application is one way to help you stand out. List your personal interests, what you do outside of work, or even what you’re currently reading or watching and what you think about it. All of this helps to give the reader an idea of who you are, making you a more whole and interesting person, thus making them more curious to meet you.

If you have a personal blog, include this. If you’re connected to a charity, involved in events, be sure to add these in, along with how you believe these activities strengthen you in the workplace.

Get creative

If you’re in a creative role, this should be demonstrated in your application. Use visually rich samples to make an eye-catching PDF portfolio, or create an online portal to demonstrate your work. Use graphs, write case studies; clearly highlight what benefit you brought to the project through a visual story of your work.

If you’re not in a creative role, there are still creative ways to get noticed. You could put in a video application, or put together a first week, month and quarter presentation on how you would approach a new role.

Once you’ve wowed the right people and locked in a meeting, here is how to ace the job interview.

If you’re looking for the best new role, call Launch Recruitment today, or visit our blog or careers page for more tips and tricks to help you stand out from the crowd.

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Launch x NEXION

NEXION Networks are one of the fastest growing Cloud providers in APAC, building secondary cloud, DR, backup and data protection solutions across Australasia, Singapore, Hong Kong, and Japan. NEXION Networks are experts in Secure Converged Data Networks, Global SD-WAN, Enterprise Security, Voice, Data Centre, Cloud and Telecommunications Solutions. Formed with the aim of being a new, unique, modern and niche Global ICT Solutions company, NEXION Networks are developing their channel strategy with like-minded partners equally focused on rapid growth and fully complementary with what NEXION specialises in.

Launch are pleased to announce that NEXION Networks have selected Launch to facilitate their rapid national growth. Our recruitment services were chosen due to our extensive experience placing highly-skilled candidates in the areas of Telecommunications, Infrastructure & Cloud, Software/Application Development, Project Services, Digital, Security, IT Sales & Marketing, Business Intelligence/Analysis, and Emerging Tech. The origin of this partnership saw Launch successfully source their Business Development Manager in Adelaide.

NEXION Networks have expanded their business in Adelaide on the back of the Ten Gigabit Adelaide rollout and this position is vital in driving the company’s growth. “NEXION Networks are a unique and fast-growing ICT company and see Adelaide and the Ten Gigabit Adelaide rollout as the bedrock for our growth and we continue to invest locally in the building of our Adelaide presence,” says CEO of NEXION Networks, Paul Glass.

The Business Development Manager role in Adelaide is just the beginning of the Launch x NEXION Networks partnership. We are excited about this partnership and are looking forward to supporting the business during their rapid growth.

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Catfish: When the role you applied for suddenly looks nothing like it did online

Catfish – the term made popular in the context of online dating has, like all strange modern phenomena, made its way into the world of recruitment, with many candidates being “lured into a relationship by means of a fictional online persona”. Causing candidates to apply and go into recruitment processes, only to learn along the way that the role they’re interviewing for does not actually match the job description they applied for.

Let’s be clear, it’s unlikely that companies are actually doing this with ill intentions as a means to mislead candidates into applying for jobs they wouldn’t actually want. The most common scenario we see is when a company changes the brief as they gradually realise what it is they actually want. The challenge, however, is that this can often happen after candidates are in the mix (those that applied off a different, OG brief), leaving the hopeful applicants feeling frustrated and confused.

Getting caught up in a catfish is annoying, there are no two ways about it, but this is life; businesses are made up of people, and we are all guilty of discovering what we want as we go, rather than from the get-go. It doesn’t all have to be bad. In fact, there could be opportunities to explore in this situation.

Here’s are some suggestions on how to handle getting caught up with a catfish:

Consider this catfish a learning opportunity

Often the evolution of the brief can include some new skills that weren’t originally listed. If you’d known they wanted skills you didn’t have, you wouldn’t have applied, right? Well, obviously, but you’re in the mix now so why not look at this as an opportunity. If it’s a job you want and a skill set that you would like to develop, take advantage of being in the room, able to sell yourself, and suggest that you would like the opportunity to learn.

Challenge the JD

Think outside of the box that is the job brief and consider if there is a chance you could still be qualified for the role. If you have the opportunity, learn what they really need in the business — not just what they wrote on the JD — and see if you have the experience to fulfill their needs.

Explore alternative options

Chances are, if a company has brought you into a process and then changed the brief on you, they’re going to feel pretty bad about wasting your time and should be rather warm while making their apologies. Take advantage of this dynamic to politely dig and ask if there are any other opportunities within the team or broader company that they could recommend you for.

Be thankful you found out

Of course in some cases, the changing of the role is not going to work out in your favour. All you can do in this case is to approach the annoyance with a positive attitude. Fortunately, you found out before you got the job, rather than when you’re in there and began to feel a sense of underachievement because they were demanding unexpected things of you.

Although this doesn’t happen often, we can take the burden off you and act as your personal agent; poking, prodding and questioning on your behalf. Call Launch Recruitment today to speak to our skilled team about your next career move.

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How to make your new employee’s first day a smashing success

First days can be scary. This is true for employee and employer alike. Filled with nerves and excitement, new employees are bound to be a little on edge and unsure of what to do when first entering the office for duty. Employers that make an effort to welcome their new employees properly, ensuring they feel welcome and thoroughly briefed, are going to reap the rewards of stronger relationships and staff that are happier and more confident, thus more productive and likely to stay in your employ.

When we talk about making new staff feel welcome, it’s not just smiles and friendly faces that they need to feel at home in their new surroundings. Smiles and welcoming faces are step one, but beyond this, there are many little details that are simple to offer and go a long way in ensuring a smooth onboarding experience.

If you don’t have a formal process in place already, it’s time to take a pen and jot down these “must complete” activities to make your new employee’s first day a success.

Prepare other staff for the newcomer

Send out a simple email across the office letting staff know that you have a new person starting, including which team they will join and what role they will step into. This is a step that is often overlooked, but failing to warn the broader office that they have a new colleague can make the first day very awkward for your new employee having to explain again and again who they are.

Prepare their workspace

All computers, phones, notepads, pens, and other essential work tools should be sitting on your new employees’ desk ready to greet them when they arrive. Ensure that all electronics have been properly set up, or if the employee needs to do something to aid in the set-up, make sure that there are step by step instructions on how to go through this.

Elect the welcoming committee

Every new employee needs a nominated person or mentor to guide them and someone they can lean on while finding their feet in a new office. Ensure there is someone to greet them and talk them through what to expect on their first day and the days thereafter. Offering an itinerary of the day is also a great idea so that your new employee knows what to expect and can mentally prepare for the day ahead. This should include time for introductions, time for training and time to go through first day documents.

Set out all the paperwork

In addition to preparing their workspace, make sure that all of the first day documents that need signing are on their desk along with instructions. Included here, also, should be any employee manuals or other manuals that the new staff member will need to review or keep handy for the future.

Get the team together

The icing on the cake of a great first day is a nice lunch or afternoon tea with your new employee and their immediate team where they can socialise more casually and get comfortable with one another. It can be a fancy restaurant lunch, cocktails after work or cupcakes in the break-room, it’s being brought together like friends that makes this step so important for a successful first day. It will help to build bonds between your staff.

As part of our recruitment process, Launch ensures our candidates experience a smooth onboarding and can assist our clients in developing their onboarding process. Get in touch today to see how we can help you find your next new team member.

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Acing a Job Interview

Updated for 2019.

You know you can do the job – in fact, as far as you’re concerned, you’re perfect for the role. So how do you convince an employer you’re their ideal candidate?

Interviews can be a nerve-wracking experience, even for the most seasoned professionals. It’s not something we do very often, so it can feel a bit outside of our comfort zone. Generally, when we desire something strongly enough, it can create some anxiety. Understanding how to interview well can go a long way in ensuring you remain strides ahead of your competition.

During an interview, the little things can make a big difference and one small slip-up could possibly cost you your dream job. Our interview tips cover all the basics you need to know in order to ace any job interview. From reading up on the company to sending a thank you note, make your meeting a success from beginning to end.

Steps for Success

  Research the company

It goes without saying that prior to attending any job interviews, it’s imperative that you do some research to find out everything you can about your potential place of employment and help gain an understanding of where you can add value. The company’s website, blog and social media channels all provide you with information that will help you feel confident and prepared for your job interview.

  Know your interviewer

Find out who it is you’ll be meeting with. Whether it’s a HR representative, the manager, boss, or the CEO, If your interviewer has a LinkedIn profile, it’s always a good idea to familiarise yourself with their background and what role they play within the company.

  Review the role

Know as much as you can about the job you are applying for. Review the job posting and understand exactly what it is the employer is looking for in an employee. As well as the role, make sure you review your own cover letter and resume. Be clear about what you can offer the company and why you are the best candidate.

4. Dress for success

For a corporate office environment, a suit is a guaranteed winner. For women – lose the chipped nail polish and minimise your jewellery. If it’s a tech start up, a role in supply chain or a trade-based industry, business casual is a good bet. For men, this would be business pants and a collared shirt; for women, skirt or pants and a shirt. Polished shoes are essential for everybody.

    5.  Be punctual

Be on time, or even a few minutes early. Most employers have a busy schedule and if you arrive too early, they may feel you expect to see them on your schedule, rather than the agreed time. Arriving late to an interview may indicate that you don’t pay attention to details or value others time.

    6. First impressions matter

The interview begins the moment you walk into reception. Be polite to everyone you see, and ensure you know the name(s) of those you are meeting with. When greeting, ensure you shake your interviewers hand with a firm grip, smile, and make good eye contact. From the moment you greet the receptionist until you leave the building, you are being assessed as a potential employee, so it’s best you leave everyone with a good first impression.

  Body language

Be aware of what you are communicating through your posture and stance. Make sure your posture is open and inviting throughout the interview (for example, sitting with your arms crossed conveys that you are closed-off or feel defensive.) Think your movements through ahead of time so you are not distracted during your interview. Body language is something interviewers will look out for, so be aware and practice how you present in an interviewer.

  Sell, sell, sell!

When you’re in a job interview, it’s up to you to sell your qualifications and credentials to the interviewer. You need to be able to show the interviewer that you’re a good fit for the position, the team and the company. With some preparation, you’ll be able to present yourself as a candidate anyone would love to hire.

  How can you add value?

Often in job interviews, you will get a question about what you can contribute to the company. While this may be a question of its own, be sure that when answering any question that you are considering how you can add value to the company and incorporate this into your answer. This gives you a chance to explain to your interviewer why you are the best candidate for the job.

10. Don’t rush into it

If you need a moment to gather your thoughts and come up with an answer to any questions posed, take a pause. Rather than ramble, or even worse, choke (!), ask for a moment to think about the question.

  Why are you interested in this role?

During your interview, it is likely that you will be asked why you are interested in the position and company. Consider why you’re interested in the role and identify some key factors that make it a great fit for you, whether that be the company culture, educational or growth opportunities.

    12. Be ready for behavioural questions

It’s important that you’re able to answer situational or behavioural based questions in addition to more general questions. These questions often start with “tell me about a time you did….” You are expected to give a specific answer. Something along the lines of “recently, a customer had ABC issue and I resolved it in XYZ way” is an assertive way to demonstrate how you’ve been effective in both problem-solving and achieving outcomes.

    13. Take credit for your achievements

Ensure you take credit for what you’ve achieved in previous roles. Keep in mind to be clear on what your actual contribution in your team’s situation and how your actions influenced the overall outcome of any projects that you were a part of.

    14. Preparation is key

The key to acing a job interview is preparation. Think clearly on how and where you’ve added value in a similar role and be ready to articulate it. Remember, an interview is an exchange of ideas, not a monologue, so ensure your answers are descriptive, relevant and concise.

  Remain calm

Even if you’ve done all the right preparation you can, you may still be caught off guard by an interview question you weren’t expecting. While preparation is key, remaining calm in these situations and taking time to gather your thoughts is important. In staying composed not only are you allowing yourself to put together an appropriate answer, you are also showing your interviewer how you deal under pressure.

  What to avoid

Job interviews are an important step in both parties getting to know each other and determining whether there’s a fit. It can be tempting to ask about salary / benefits / holidays etc. at the initial interview, but this isn’t recommended. If you have an understanding of the role’s value in the market, you’re likely to come to an agreement when you start to negotiate. If you enquire too much about what the company can do for you, rather than focus on what you can do for the company, you may be perceived as someone who is only interested in themselves.

  Practice makes perfect

Conduct practice interviews with a friend or family member and ask for their feedback. As well as practicing answering interview questions you can also check your body language is communicating a positive message. The more you practice, the more natural your answers will feel and the more confident you will be walking into the interview.

   18. Ask questions

As the interview comes to a close, you may be asked if you have any questions. Asking questions shows you are genuinely interested in the role. If you are at a loss about what to ask, it’s a good idea to reiterate your interest in the position and ask what the next steps in the recruitment process might be.

  Keep up your energy and enthusiasm

Throughout the interview process, there may be a series of meetings with individuals and small groups. Each person will be accessing both your motivation to work in their company as well as your qualifications. Try to ensure you make a positive and energetic impression each time and you show that you are excited for this opportunity.

  Follow up with a thank you

Taking the time to say thank you after a job interview not only is good interview etiquette. It also reinforces your interest in the role and shows the interviewer that you have excellent follow-up skills. You can also use your thank you email to address any issues and concerns that may have come up during or after the interview.

  Remember, the company is interviewing you because they already feel at some level that you could be right for the role. Take a few deep breaths before you go into the premises and you’ll be just fine. If you follow these steps and understand how to play the game, you’ll be playing to win!

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10 Bad Work Habits to Ditch this Year

It’s officially a new year, folks. Another chapter is over, and a fresh one is ahead of us. With the new year comes the ritual many of us will have undertaken; to reflect on the achievements of 2018 and set some goals for 2019. Many of you will have plenty of personal and professional goals in mind that are fueling your enthusiasm for the year ahead. And many will be feeling a little like they’ve just stepped back onto the hamster wheel, unsure of how to turn things around at work this year.

Well, if we learn anything from the annual failure of new year’s resolutions, it is that big goals aren’t practical without little goals to get you there and good habits help to keep you on track. Whatever it is that you are chasing in 2019 — from inner peace to a shot at the big job — ditching bad habits can help you to get there.

For a productive 2019, ditch these 10 bad work habits:

1. Skipping your break

The research gets stronger every year, guys. Taking your lunch break is important. If all you want to achieve this year is a little peace, take your breaks to give your mind a rest, so it’s ready to take on the rest of the day.   

2. Stagnating

There is nothing wrong with loving your job and having no desire to move up or around but total stagnation is likely to leave you feeling lost. Consider your role and what you want to achieve, if it’s not career progression, think of courses or conferences that you could take to develop yourself and keep from feeling stale.

3. Putting it off till tomorrow

No explanation should be required. Why put off until tomorrow what could be done today? The perk of ditching this habit includes free time and a sense of calm tomorrow.

4. Pushing your boundaries

If you work for a cool company that lets you wear what you want, come in when you like and work from home as you please, make sure you respect these privileges. Push it too far and they could be gone.

5. Being reactive

Start this year with organisation. Reactive days are not productive days so be disciplined to react only to what you have to and proactively get on with everything else.

6. Wasting time

We have all encountered those people who like to talk a little too much in a meeting or keep you chatting a little too long in the break room. Don’t be that person. You’re not only wasting your own time, but you’re also wasting the time of other people.

7. Neglecting your network

When you get caught up in your work, you can sometimes forget how valuable and refreshing it is to mingle with your network. Try to set time for networking events or coffees. Networking helps to give you fresh ideas and inspiration.  

8. Procrastinating

Stick to the old rule: Tackle the toughest task first, so the rest of your day looks like a breeze. Procrastination has zero upsides, but downsides include feeling mentally busy with the stress of having to do work, while actually getting nothing done, leaving you with the same pile that could have been taken off of your mind and task list if you had just done it when you were meant to.  

9. Getting sucked into office politics

This is a sure fire way to get unnecessarily irritated while simultaneously irritating other people. Best avoid for a productive work year.

10. Failing to communicate

Whether it’s communicating what you want in your role or what you need from colleagues or clients to do the best job possible, communication is critical to get you where you want to be and doing it to the best of your ability.

Is one of your 2019 goals to make a career move to a fresh new company? Launch recruitment can help connect you with the job on your goal board. Get in touch with us today.

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Workforce planning: Top 5 tips to prepare for the new year

Recently we had the pleasure of participating in a workshop which focused on some of the challenges our clients and their HR teams go through. Throughout the workshop, many challenges came to the surface, but there was one, in particular, that seemed to be plaguing everyone in the room: Workforce Planning. The challenge? Human resources teams are under the pump to plan for future resource needs for the business, and they are struggling to do so. Of course, workforce planning is no easy task, and lack of effort is rarely the reason that businesses are finding it difficult to plan their resources accurately. Every business will have different circumstances adding to this challenge. Particularly those in the fast moving spaces of technology where your future skillset needs may not even be able to be predicted today.

5 Tips for every business

While many workforce planning challenges will be different from business to business, there are still many strategies that remain universal and will help your business to plan with more accuracy, thus significantly minimising the surprises that can throw you off budget and quadruple your workload.

 Review business growth areas This is something that should be looked at annually, if not quarterly (depending on your business). It is easy to get bogged down in reactive activities but taking the time to go and speak to the various divisions in your organisation can help you to assess who is predicted to grow. Then you can work with them to create a strategy to meet their needs as they arise.

 Engage suppliers Working with suppliers such as recruitment agencies is beneficial for a few reasons. We can help to reach difficult to find candidates. We can alleviate pressure by affording you time to focus on other things. We can be your eyes and ears in the market. This one is perhaps the most valuable. Having a trusted supplier gives you access to intel that we gain by being “on the ground” day in and day out. We can tell you if a skillset is going to become more difficult to attract in the future, how you can charm them and what budget you’ll need to secure them.

Analyse data effectively This goes for internal and external data sources. Most organisations today are filled with historical information that is gold for HR teams to use in their workforce planning. You can analyse previous years to see if there are monthly trends, annual trends, or if there were teams or skillsets that were particularly easy or tough to plan for. This will help give you a head start, a map, if you will, of what you are likely to expect moving forward. Then you can compare this data with current marketing data.

Keep in touch with market trends Keeping abreast of what is happening outside of your organisation is essential for effective planning. Just because you have a need doesn’t mean that you’re going to be able to fill it easily. Keeping up to date with market trends allows you to predict where you will struggle and therefore where you need to plan ahead, rather than being reactive to the needs of your organisation.

Stay up to date with technology If you are not leveraging technology in 2018, you are likely suffering. Today there are innumerable ways to boost efficiency through automation and improved data capture. You can use tech tools to quickly check the needs of the teams in your organisation. Data capture tools can help you to capture these needs where you can then review and analyse them for better planning. You have tools to help you get back to applicants, even tools to help you review applicants.

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How to beat the back to work blues – 5 Steps For a Successful Re-entry

Ah the back to work blues… The festive season is upon us, and with it comes a little glimpse of another life; a life where we can socialise, eat, drink, and be merry and then it’s time to return to work. This joyous feeling, satisfying as it is, tends to be short-lived. As the holiday period ends, we suddenly feel increasingly more anxious at the prospect of re-entering our work lives – a life with a little more structure and (let’s be honest) a lot less fun. This can lead to the ever-tempting fantasy of resigning. It is hard not to entertain a quitting fantasy when you’re one day enjoying the summer sun and the next faced with the reality of spending 5 of your 7 weekly days indoors. For some, the dread of going back to work can become all-consuming. As a result, it is not uncommon that some people take the plunge and quit a little too impulsively, later wishing they hadn’t.

Should I Stay or Should I Go

It’s important to acknowledge that these feelings aren’t always just a FOMO situation. The holidays give you a break from your day to day and can often give you the distance to see how you really feel with where you’re at. Before making any suggestions on how to happily re-enter your work-life, we first suggest that you take some time over the holiday period to reflect on your situation; where you are, where you want to be and if your current employer aligns with these.

Pros and Cons

The simplest yet most effective way to assess this is to write a pro’s and con’s list. If you have space to grow, you like your colleagues, you’re in an industry you enjoy, and you feel valued, then it’s recommended you don’t take any hasty decisions to throw it away. If your cons are mostly about not being able to sleep in or go to the beach every day, you’ll realise pretty quickly that your hesitation to go to work really has nothing to do with your current employer. If, on the other hand, you discover that you aren’t being fulfilled or appreciated, get in touch with the team here at Launch to discuss how we can help you kick off 2019 in the position of your dreams.

5 Steps to Help You Beat the Back to Work Blues

Once your pros have calmed the impulse to quit, follow these five tips to ensure a smooth transition back to work life.

Get enough sleep So obvious, but so important. Surviving the change of pace is going to require energy. Make sure to get between 7 and 9 hours sleep to guarantee you wake up fresh.

Keep your pros on hand You’re human. Just because you know you have it good doesn’t mean you won’t falter. Keep your pro’s written down and with you at all times to review whenever you’re feeling shaky.

Go in early On the first day back, be sure to get in a little early so that you can sort your emails and ease into the day before you start to greet your colleagues and chat about your holidays.

Plan your week in advance Visualising your week really helps to give you clarity on how you’re going to make it to the end of the week. Look at what you have on and take the time to figure out how it will all be structured and stick to the plan.

Make goals If anything came up in your pro’s and con’s around wanting to progress or grow, make goals to work toward these. Going back with a focus on what you want to achieve in your career makes it a heck of a lot easier to face the new year.

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Cyber Security Warnings – What to Prepare For in 2019

It’s no secret that the internet has transformed our world. In just 50 years, we have gone from clunky computers (whose creators never imagined would be adopted for in-home use) right the way through to fully connected devices that can fit into our pockets, or wrap stylishly around our wrists. Generations who vehemently objected to internet use, were forced to comply as most banks and other traditional organisations ditched paper correspondents in favour of email. Not a single person in 2018 can avoid some brush with technology, lest you live in a remote village and are still not aware that a bigger world exists around you. As technology has matured and deepened, so too have the systems and skills of individuals that seek to exploit it. In a relatively short amount of time, cyber attacks have evolved from annoying viruses or inconvenient hacks, and transformed into something so large scale that bank accounts have been wiped, millions of people have had their personal information stolen, and elections have been manipulated.

Security Divides

Greater connectivity — more platforms and systems used — has created greater potential attack vectors; leaving businesses and individuals more vulnerable than ever before. As businesses scramble to get an edge over their competitors, the breadth of systems utilised tends to grow. You need to be on social, you need an internet connected internal communication system, you need a CRM, you have a customer database, and you have all your financial and legal information stored somewhere “securely” online. While greater connectivity opens up more doors to enter, it is also the most obvious and therefore the easiest to plan against. The real challenges are staff, suppliers, IoT, and legacy systems.

 Staff It is unlikely that your staff are out to steal your IP or weaken your security but it is likely that some of your users will not have the skills or resources to protect their data, and this can leave the business open to risk.

Suppliers As with your staff, your suppliers aren’t likely to be selling your data, but there is a chance that their cybersecurity strategy may not be as robust as yours, which can create significant vulnerabilities.

 Internet of Things As businesses or your staff, bring smart technology — be it a toaster, fridge or even coffee mug — into the office, you’re also bringing in more pathways from which hackers can enter your network. Also opening up new ways that they can impact your physical environment – scary stuff.

Complex Architecture The continuing decentralisation of IT management creates increasingly complex architecture and will continue to be a challenge into the future.

Enter 2019 Risk-Free

While you should, of course, work with IT security professionals to create a concrete cybersecurity plan, there are steps you can take now to ensure your business, your staff and your systems are best prepared for the New Year. Educate and upskill – Cyber risks evolve rapidly. Don’t assume that your staff are up to speed on best practice. Establish an ongoing education for staff about cybersecurity and ensure your IT staff are being upskilled on this topic regularly. Review systems – Get your IT team or an external security professional to go through all of your systems to check for any weak spots that are vulnerable to breach. Close up any gaps before someone else finds them. Implement security from the beginning – Make it a policy that every new system is designed to be secure. Every new employee and supplier should be educated on security and plans should be in place to ensure it is ongoing.

Invest in security – Whether you use external security support or not, your business needs the skills in-house to keep your organisation safe. If you’re seeking the best skilled IT security experts in the country, get in touch with us to connect you.

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Testers vs Developers – Whose perspective is best

Behind the creation of applications, websites and pretty much every other technical online platform, what many never see is the team of technologists working together (not always) in harmony to deliver users a smooth, well-functioning product.

Delivering successful software products requires a variety of input, with many staff looking at the product from different angles to ensure the result meets the needs of the business and its users, with no glitches and full functionality.

Within these strong technical teams, we find two similar, yet often opposing, team members who together are essential in creating bulletproof products, although it may simply look like a heck of a lot of tension and in-fighting.

I am of course talking about the developer and the tester. The technical duo who are responsible for putting forward the worlds best code through the humbling process of criticising each other’s work.

While the goal of both testers and developers is to produce a quality product, the approach from each side is significantly different, thus leading to the ever common playful debate about who reigns superior in the dynamic. With testers, of course, on the side of testers, and developers on the side of developers.

What unites these two IT career professionals are their common enemies; Time and Vague Requirements. And then what divides them is their inability to speak the same language, making all communication an uphill battle, while fighting against the clock.

Developers make, and testers break. Let’s take a look at the difference in perspective on both sides.

The Developer Perspective

In the red corner, we have the developer, whose role it is to creatively design and bring to life a technical product that meets the needs of the business or user. Taking a slew of requirements from the business, the developer often sets out to create something out of nothing. The developer spends their days agonising endlessly over the best possible features and functions to pull off near-impossible feats and bring the world a high-quality product with all the bells and whistles to satiate our ever growing appetite for more more more.

The Tester Perspective

In the blue corner, the tester, who is often seen as the villain whose role is primarily to take the results of a developers blood sweat and tears and intentionally set out to break and pick it apart, with the noble intention of ensuring a customer proof product that is unbreakable. Even if the pride of the developer is crushed in the process.

Where the Head’s Butt

Starting first with the developer who is typically recognised as the sufferer in this dynamic, with their hard efforts poked, prodded, and ripped to shreds at every turn. Despite all the best of efforts, working as a developer means constant critical analysis of your work. Thought you submitted a perfect piece of code? “Think again!” the tester snaps back. Leaving the developer with a pile of work, having to go back, pull apart all their previous efforts and find the faults that they worked so hard to keep out of the code.

While it’s easy to see why the tester makes life hard for the developer, what about the hardship of the tester? These brave souls enter a team with the sole purpose of trying to break and report issues on other peoples work. Struggle to make friends in the workplace? Imagine being this person. While the tester may be the one dishing most of the digs to the pride of the developer, they must contest with playing the role of the villain. Having shade thrown and eyes rolled in their direction as they highlight all the tiny mistakes of the team around them.

So who then plays the more critical role within this dynamic? Who suffers the most and who deserves the sympathy of the surrounding team? We would love to hear your thoughts. And if you’re brave enough to be in one of these roles and looking for a new challenge, get in touch with Launch to help find your best new internal enemy.

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Rewarding Our Candidates

At Launch, we continually engage with our candidates and recently to reward our candidate community we held a competition for updating their information with us, offering them the chance to win a $1,000 Apple Voucher. Furthermore, to ensure that our candidates are represented correctly in our database, allowing us to offer them relevant career opportunities and to strive to make a positive impact on their career.

Launch received an overwhelming response and we thank all those candidates who participated.

Congratulations to Vinay Sharma who was the winner of the $1,000 Apple Voucher draw held on 20/11/2018.

Due to the level of engagement, we will be continuing to reach out to our candidates and will hold a 2nd draw in March 2019.

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2018 SEEK SARA Winners – Medium Recruitment Agency of the Year

Launch Recruitment are the winners of the 2018 SEEK SARA Award for Medium Recruitment Agency of the Year.

The SEEK Annual Recruitment Awards (SARAs) are held in very high esteem throughout the Australian recruitment community as they recognise the innovative people and agencies pushing for excellence in the industry. The 2018 Seek Sara Awards were held in Melbourne at The Forum Theatre, and the night was certainly one to remember. Launch Recruitment was honoured to be announced as the winner of the Medium Recruitment Agency of the Year Award!

Launch CEO Rebecca Wallace said, “An award like this is all about team effort, I feel so fortunate to work with great people every day and also a big thanks to Seek for their support of our business over many years”.

A record number of submissions were received by Seek this year, so Launch are grateful to have won from a large number of high calibre applicants. After a rigorous judging process, an expert panel of judges selected Launch Recruitment as winners of Medium Recruitment Agency of the Year based Launch’s commitment to workplace culture, innovation, candidate engagement, commercial growth and contribution to the success of the recruitment industry as a whole. In line with this achievement, Launch will continue the commitment to delivering exceptional service to our clients and candidates and look forward to continuing our strong relationship with the industry.

Congratulations to all finalists and winners and a huge thank you to all of our customers, suppliers and staff for without whom, this commendation would not be possible.

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Why Counter Offers Don’t Work

Counter offers are a common tactic used by companies to prevent their top employees from leaving. If you’ve ever been through a resignation process, chances are you’ve experienced a counter offer.

It goes like this: Employee submits their resignation, and a skilled recruiter or HR person will speak with them to look for a hook that could get the employee to consider staying. This may come in the form of more money, a better job title or even promises of a changed work environment.

Receiving a counter offer is flattering, and the temptation to stay is normal. However, counter offers are typically just a tactic for companies to prolong the inevitable and avoid re-hiring. Offering more money, or a promotion is rarely addressing the actual factors behind your resignation; thus the chances of retaining you long-term are pretty slim. ‌

Emotional power play

Very few people wake up one day wishing to resign from their job without any reason. These decisions are usually carefully considered, and the motivations for leaving may be different for every person and are always unique to your situation. Yet, despite having logical and well thought out reasons for resigning, the whole process can be mentally and emotionally challenging.  

At the resignation stage, it is typical that you may feel frustrated or even sad that your current company has not seen your worth or given you the promotion you felt you deserved. This is what makes the counter offer so powerful; it is as though they finally see you and human instincts make us want to cling to what is comfortable and familiar. But in most cases, it is a band-aid and it doesn’t stay stuck for long.

Avoiding the counter offers trap

The number one reason that counter offers don’t work is that they don’t solve the underlying issue. When you receive a counter-offer, the first step is to put flattery aside and think about why you resigned in the first place.

But they offered me a promotion…

‌Even if a promotion is promised, it doesn’t change the dynamics of the team, or your boss, or the myriad of other things that had driven you to resign in the first place. At best, accepting a counteroffer is a short-term solution delaying the inevitable.

I could use the extra money…

Offering a salary increase to counter a resignation is a “too little, too late” attempt. Sure it may seem like it solves some problems and perhaps your frustration was predominantly monetary, but ask yourself why you hadn’t been offered a salary increase following your last performance review. It shouldn’t take a resignation for your company to acknowledge your worth. Do you want to work for an organisation which under-values their staff unless they’re threatened you will leave? I don’t think so.

Nothing glues back the same

What very few people consider is that accepting a counter-offer brings with it a brand new set of problems. You can’t take back your attempt to resign, and even if they wanted you to stay, your employer can never again see you the same. They may be throwing money and promotions your way, but your boss and your colleagues will not be able to shake the feeling that you are disloyal or uncommitted to the company.

‌Counteroffers are gratifying. But the risks outweigh the rewards. When you’re in the resignation process, keep a list of your reasons close by, recite them often, and follow through on your plans to leave and start a new chapter. Just be sure to leave on good terms.

If you’re ready to move on from your role and start a new chapter elsewhere, get in touch with our team here at Launch Recruitment.

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