Talentfish – IT Recruitment Melbourne https://www.talentfish.com.au IT Recruitment Melbourne | Talentfish Mon, 04 Dec 2017 23:21:40 +0000 en-AU hourly 1 https://wordpress.org/?v=4.8.5 https://www.talentfish.com.au/wp-content/uploads/2017/09/cropped-Bubbles-1-32x32.png Talentfish – IT Recruitment Melbourne https://www.talentfish.com.au 32 32 Can candidates speed up the hiring process? https://www.talentfish.com.au/can-candidates-speed-hiring-process/ https://www.talentfish.com.au/can-candidates-speed-hiring-process/#respond Mon, 27 Nov 2017 06:34:02 +0000 https://talentfish.com.au/?p=2297 Most companies are cautious when hiring technical staff (permanent and even contractors). The time and expense of hiring required to interview candidates, hiring managers want to make sure they are getting the right person, first time, because the cost of re-hiring because they accepted a sub-standard client is substantial. So can you do anything to […]

The post Can candidates speed up the hiring process? appeared first on Talentfish - IT Recruitment Melbourne.

]]>
Most companies are cautious when hiring technical staff (permanent and even contractors). The time and expense of hiring required to interview candidates, hiring managers want to make sure they are getting the right person, first time, because the cost of re-hiring because they accepted a sub-standard client is substantial.

So can you do anything to speed up the hiring process?

1) At the end of the interview
Congratulations, you secured an interview, this is an excellent opportunity for both parties to find out more about the other.

At the end of the interview, you might ask:

a) “Do you have any concerns about my ability to successfully fill the role?”
b) “Do you have any more questions about my experience”
c) Can you please explain the hiring process, I am keen to become a valued member of your technology team”

At the end of the interview, you want the recruiter to feel that they know you well, your drivers and how you can contribute to the business.

You need to understand the hiring process, especially if this is the first interview, some companies have 3-4 interviews, testing, etc. You need to be prepared to wait a long time before getting that offer phone call, so you need to manage your expectations.

2) Follow up
On completion of the first interview, send an email to the recruiter (internal or external) within 48 hours, thanking them for their time.
Be diplomatic in your email, you want to ask them to pass thanks to the people that interviewed you, outline why you are the best candidate for the role and express how interested you are in the position.

If a week goes by and you have heard nothing, don’t be too dis-hearted, the people interviewing maybe too busy, they may be looking at 4-6 other people and trying to fit them into a busy schedule.
Give the recruiter a call, never ring the hiring manager. Ask the recruiter if you could possibly get an update on the recruitment process.

If another week goes by, give the recruiter another call and ask them if they have any update, ask them if you are a strong contender for the role, if the answer is positive, you are still in the game, if not, move on, there is no use hanging on.

Companies are looking for candidates that show commitment, being asked “do you have any other roles that you are progressing”, is a probing question. Answer “yes, but I see a great benefit in working with (company) and the role is an ideal career progression, I feel I could make a great continuation from day one.”

This shows that you are not waiting around for the employer to call for weeks on end, and if they want you, they have to move quickly. By adding that you would prefer their company and role, demonstrates that you have weighed options up and welcome the opportunity to work with the hiring company.

If you get a rejection from the process, pick yourself up and move on, you can email the recruiter and ask if they could find out any feedback, this will allow you to address any weakness that may have been uncovered during the interview process. Many companies will not give feedback, as they feel that it may upset candidates, accept that it is their prerogative to keep their thoughts.

Move on to the next position, there will be another role that you can apply for, it just wasn’t your time to work for that company.

The post Can candidates speed up the hiring process? appeared first on Talentfish - IT Recruitment Melbourne.

]]>
https://www.talentfish.com.au/can-candidates-speed-hiring-process/feed/ 0
Commonwealth Bank jobs & skills report https://www.talentfish.com.au/commonwealth-bank-jobs-skills-report/ https://www.talentfish.com.au/commonwealth-bank-jobs-skills-report/#respond Mon, 27 Nov 2017 03:59:56 +0000 https://talentfish.com.au/?p=2292 In a recent report by Commonwealth Bank (CAB), the future for technology looks great. The report was undertaken in collaboration with Ross Dawson, a global futurist, entrepreneur, keynote speaker, strategy advisor and best-selling author. In the report, CAB found that Australia is transitioning from a resource-based economy to one that is diverse, innovative and technology-based. […]

The post Commonwealth Bank jobs & skills report appeared first on Talentfish - IT Recruitment Melbourne.

]]>
In a recent report by Commonwealth Bank (CAB), the future for technology looks great.

The report was undertaken in collaboration with Ross Dawson, a global futurist, entrepreneur, keynote speaker, strategy advisor and best-selling author.

In the report, CAB found that Australia is transitioning from a resource-based economy to one that is diverse, innovative and technology-based. Those that flourish will be those who adapt quickly and take advantage of the opportunities this shift brings. This goes for organisations as well as individuals.

Some of the jobs emerging in coming years include:

Bionic interface designer

Interface designers will allow humans to control technology through voice commands and emotion recognition thought to thought control and remote robot operations.

Emotional experience expert

Organisations will draw on state-of-the-art technologies to help them create positive customer emotions as well as value.

Sense-maker

Helping executives, customers and individuals make better decisions for themselves. This requires pulling ideas and information and presenting them visually.

Data insights miner

Uncovering insights into the data that companies collect, presenting findings so that decisions can be made quickly.

 

CAB also identified growth areas in:

  • Big Data
  • Cyber Security
  • Financial technology
  • The Internet of Things (IoT)

So how can you do to take advantage of this future growth?

Individuals

Plan for the future – to stand out and be an ‘expert’ you need to focus on the skills for the future. No matter if you are an entry-level graduate or an experienced professional, you will need to adapt and study the right skills.

Organisations

Organisations require a clear vision of the skills and roles required to enable them to transition their current teams. When looking to hire, look for people that are flexible, imaginative, empathic and hungry to learn. Organisations need to have formal training programs and allow staff to develop their knowledge and skills every day.

Conclusion

Australia is in a great position to take advantage and grow technology hubs, but Government (Federal and State) need to enable the opportunity of digital transformation and allow more entrepreneurs to expand to international markets.

It also starts in schools and Uni’s, the curriculums need to stay ahead of technology trends, there are too many graduates with out-dated skills coming out of Universities in Australia. Lecturers and teachers must find it frustrating teaching out-of-date skills, but they are bound to teaching the curriculum.

The Australian visa system has been tightened for mainstream technology roles, to protect Australian jobs. Now the Government needs to help organisations and individuals to grow their skills.

What do you see as some of the jobs for the future?

Full report – CommBAnk_REPORT_NOV_FINALpdf

 

The post Commonwealth Bank jobs & skills report appeared first on Talentfish - IT Recruitment Melbourne.

]]>
https://www.talentfish.com.au/commonwealth-bank-jobs-skills-report/feed/ 0
Behavioural Interview questions https://www.talentfish.com.au/bahavioural-interview-questions/ https://www.talentfish.com.au/bahavioural-interview-questions/#respond Wed, 08 Nov 2017 13:18:52 +0000 https://talentfish.com.au/?p=2182 In this post, we have collated some of the best behavioral interview questions. To make the most of this list, use the STAR technique. Ability to handle stressful situations 1. Tell me of a time when you were in a stressful situation at work and how you handled it. 2. Tell me how you handle […]

The post Behavioural Interview questions appeared first on Talentfish - IT Recruitment Melbourne.

]]>
In this post, we have collated some of the best behavioral interview questions. To make the most of this list, use the STAR technique.

Ability to handle stressful situations

1. Tell me of a time when you were in a stressful situation at work and how you handled it.
2. Tell me how you handle working under pressure.

ADAPTABILITY

3. Tell me about a project where you have had to change direction and how you handled the situation.
4. Describe a time when you had to adjust your working style to get a project delivered.
5. Have you ever had to deal with company change ie redundancies, how did it impact you and your team?
6. Have you been blamed for something you didn’t do? How did you explain your part in the project?
7. How do you protect your direct reports from pressure in the business?

ANALYTICAL SKILLS / PROBLEM SOLVING

8. Tell me of a project where you used analytic skills and what was the outcome.
9. Describe a time when you have had to deal with a lot of data.
10. Tell me what steps you would follow initiate a business project.

ATTENTION TO DETAIL

11. Tell me a time when you have found a major issue and how you dealt with it.
12. Describe a time when the financial part of a project didn’t stack up and what steps did you take to resolve it.
13. Describe a time when you made a mistake at work and how did you rectify it.
14. Describe a time when project quality vs time pressures competed and which one did you choose.

CLIENT FOCUS / CUSTOMER ORIENTATION

15. Have you ever dealt with an irate client or customer? What happened and what was the outcome?
16. Tell me of a time when you joined a company and had to deal with senior managers who demand everything their way
17. Have you ever had a project where the client / customer has changed their mind half way through the project?
18. Tell me of a time when you have had to priorities internal or external client’s projects.
19. Describe a time where you have gone out of your way to help a customer. What did you do and what was the result?
20. How do you deal with managers that demand their way on every project?
21. Describe a time when you have had to say “no” to a client / customer, what was the outcome?

COMMUNICATION

22. How do you build communication plans into your projects?
23. Have you ever had to present and sell your ideas to senior management for approval?
24. Tell me of a time when you have had to present an idea to an audience that weren’t interested
25. Do you consider yourself a great verbal and written communicator, explain why?
26. Tell me a time when you had to communicate a project to colleagues and they didn’t listen

CREATIVITY

25. Tell me a time when you thought “outside the box” to provide a solution
26. What was the last innovative idea you had and did you follow though?
27. Tell me a time when some client / customer came up with a solution, but you thought of a better way of delivering it.
28. Tell me how you inspire creativity both in yourself and your team

DECISION MAKING

29. Have you ever made a business decision and regrated it?
30. Do you work collaboratively to make decisions, or create them yourself?
31. Tell me a time when you had to make a split second decision and follow it though
32. What was the hardest business decision you have made in recent times?
33. Have you ever made a decision, not knowing the full facts?
34. Describe your decisions making process
35. Describe a decision you made that was unpopular and how you handled implementing it.

GOAL SETTING

36. Describe a goal that you have achieved that has made you proud. Why was this important to you? What steps did you take to achieve your goal?
37. Tell me of a professional goal you have set in your career, did you achieve it? If not, why didn’t you achieve it.
38. Have you ever set strategic goals, please provide some examples
39. Tell me of a time when someone has set an unrealistic goal for you to deliver
40. Have you ever had to prioritise goals because of budget constraints?
41. Describe a project you have managed where you needed to ensure others met their milestones or targets.

INITIATIVE

42. Tell me about a project you initiated. What did you do? Why? What was the outcome?
43. Describe the last time you used your initiative to deliver a project
44. Tell me the process you use to initiate a project and how you gain “buy-in”
45. In your professional career what is the best idea you have come up with and did you deliver it?
46. Give me an example of where you used logic to deliver a solution

INTEGRITY/HONESTY

47. Tell me about a business situation when you felt honesty was inappropriate.
48. Tell me a time where you thought your boss was making a bad decision, what did you do?
49. Describe a time when a work colleague acted unethically, how did you handle it?
50. Have you ever had to deliver a project that challenged your integrity?

51. Everyone makes mistakes, what is your biggest professional mistake, and how did you handle it?

INTERPERSONAL SKILLS

52. Give an example of when you had to work with someone who was difficult to get along with. How/why was this person difficult?
53. Give me an example where you have felt uncomfortable talking to someone and why
54. Tell me when you have had to present to senior leaders, what was the ouctcome?

LEADERSHIP

55. Describe your leadership style
56. What was the most challenging team that you have led in your career?
57. In your professional career, what is your greatest leadership achievement?
58. Describe a time when you faced conflict with a direct report
59. Tell me a time when you have dismissed or made someone redundant, what did you feel?
60. Describe a time when you have had to allocate pay rises and they have been unpopular with your team.
61. How do you motivate your team?
62. Tell me how you have handled conflict between your team members or someone outside you team at conflict with your team.
63. Tell me about a time when you had to solve a problem with very little guidance or direction
64. What do you think it takes to be a truly effective leader?
65. Do you think leaders are born or made? What’s made you an effective leader?
66. Give an example of where you have had someone challenge your authority or ability to lead
67. Describe an obstacle you have had in becoming a leader
68. Who do you admire as a leader and what lessons have you learned and applied from this example?

PLANNING AND ORGANISATION / TIME MANAGEMENT

69. Tell me about a time when you went overtime on a deadline on a project
70. Describe a time when you have had to step in and deliver someone else’s project
71. Describe how you would plan a project
72. Given two tasks for different managers, how do you prioritise one above the other?
73. Describe what tools and processes you use to manage your time
74. How do you handle meeting tight deadlines?

SALES / NEGOTIATION

75. Tell me a time when you have been a meeting with a client and the senior sales person is promising something that you know can’t be delivered.
76. What is your greatest sales-related achievement to date?
77. Tell me what you best negotiation deal with a vendor was and what was the outcome?
78. Tell me about your previous success in building a customer base from a standing start.
79. What is your greatest sales-related achievement to date?
80. Describe a time where you have had to sell something, knowing that it is not the right solution for the customer.
81. Have you ever negotiated a pay increase outside the normal annual rise?
82. Tell me a time in your professional career when a salesman has tried to sell you something and you know it is a bad deal.

TEAMWORK

83. Tell me a time when you had to settle a dispute between two team members.
84. Describe a time when you have made a decision that has been unpopular with your team
85. Tell me a time when one of your project team has not delivered or not achieving the set goals, what was the process you followed?
86. Do you like to lead a project or be part of a team that delivers it?
87. You notice one of your team members is not their usual self, how do you handle it?
88. Describe a time when you struggled to build a relationship with someone important.
89. Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?
90. Describe a time when you joined a team that was very dysfunctional and not operating as a unit.
91. Have you handled a difficult situation with a co-worker?
92. What do you do if you disagree with a co-worker?
93. How do you motive a team to deliver a project?

 

The post Behavioural Interview questions appeared first on Talentfish - IT Recruitment Melbourne.

]]>
https://www.talentfish.com.au/bahavioural-interview-questions/feed/ 0
Behavioural Interview https://www.talentfish.com.au/behavioural-interviews/ https://www.talentfish.com.au/behavioural-interviews/#respond Wed, 08 Nov 2017 13:04:42 +0000 https://talentfish.com.au/?p=2179 What is a behavioural interview? Behavioural questions are now common in interviews, but candidates still fear these probing questions. It is estimated that 80% of the interview is made up of behavioural questions. Behavioural interviewing or competency based interviewing explores competencies which are required and candidate’s suitability for the role. This is accomplished by asking […]

The post Behavioural Interview appeared first on Talentfish - IT Recruitment Melbourne.

]]>
What is a behavioural interview?

Behavioural questions are now common in interviews, but candidates still fear these probing questions. It is estimated that 80% of the interview is made up of behavioural questions.

Behavioural interviewing or competency based interviewing explores competencies which are required and candidate’s suitability for the role.
This is accomplished by asking questions that relate to your past behaviour in certain situations. The philosophy is that how you acted towards certain circumstances in your previous roles is a reliable indicator of how you will act in your new role.

This is especially true for technical roles, the employer want to assess how you handled a situation from your past and what the outcome was, he/she is looking for a particular person with a certain competency to fulfil the role they are interviewing for.

What are behavioural questions?

Competency-based interview questions typically begin with the phrase, “Tell me about a time when…”, “Give me an example of…”, “Describe a situation where…”, the interviewer is looking for you to match the role competency with your answer.

So how can you identify these competencies? Review the job description or job advert, they will have “what you will bring to the role”, or “about you”, those are the skills they are trying to match.
It is very difficult to think of great examples in an interview and answer these types of questions, that is why you need to identify the competencies and match them to situations you have handled in the past.

If the job description or advert mentions teamwork, chances are they are looking for someone to fit into a team, not a lone wolf.

Preparation before your big interview

Once you have identified the key competencies the employer is looking for, it is now time to prepare for the big day. See part two of this blog for example competencies and questions you may be asked.

The main way to structure a competency based question is using the STAR technique.

(S) Situation – Give a brief overview of the situation or project you worked on, a concise description to provide context and assist the interview to understand how difficult situation / project was to the organisation.
(T) Task – Describe the task that you were challenged to complete
(A) Action or Approach – Walk the interviewer how you approached the situation, what actions did you take. Make sure it is about you, don’t use “we” or “the team”, the interviewer is not employing your team.
(R) Result – This is your “ta-da” moment, you need to prove to the interviewer that you achieved significant positive results.

“Give me an example of a network upgrade you managed and how you delivered it.”

Situation – Our VMware platform needed to upgraded in both hardware and software, with six servers running production servers, this was a challenge without any business downtime.
Task – My first task was to project plan the rollout and ensure we met timelines, as the old servers were being leased and being returned within two months. Obtaining and building the new architecture and migrating the servers to the new platform.

Actions – I carried out performance planning and proposed an architecture, which was approved by my manager. Obtained three quotes for servers and associated hardware, and locked in the purchasing order with the vendor. Ensured there was enough power in the server room to accommodate the new servers and rack space, I found out that we had to upgrade the power unit and install new electrical points. I managed downtime for some other servers to allow for room for the new servers in the rack.
During the week, I built the new infrastructure alongside the vendor, tested processes like high availability and fail over, before placing any live servers on the system.
I completed the change management procedure and had all stakeholder sign off.
I communicated to the business that there would be intermittent server performance over the weekend from Friday at 5pm. On Friday evening and throughout the weekend, I managed the migration, both in the office and remotely of all the production servers and ensured the new servers had load balanced workloads.
The following week, I left the old servers in place, in case there was a fault on the new platform. The old servers were wiped clean and decommissioned and returned at the end of the lease.

Result – The new servers were built to deliver more performance and future growth for the company. The business noticed the performance in their applications, the VMware had enhanced features due to the upgrade and were easier to manage.

In the next part of this blog, we will go over typical competencies and related questions, where you can start to build up your question and answer document. We advise answering all the questions and you will quite quickly see your strong and weak answers, and how you can win at the behavioural part of the interview and secure the role.

The post Behavioural Interview appeared first on Talentfish - IT Recruitment Melbourne.

]]>
https://www.talentfish.com.au/behavioural-interviews/feed/ 0
Melbourne technology & digital salary guide 2017 https://www.talentfish.com.au/melbourne-technology-digital-salary-guide-2017/ https://www.talentfish.com.au/melbourne-technology-digital-salary-guide-2017/#respond Wed, 08 Nov 2017 12:33:51 +0000 https://talentfish.com.au/?p=2164 We have compiled a salary guide for technical and digital professionals within Melbourne, Australia. This allows our clients to gauge the salary expectations of the Melbourne market when looking to hire or promote internally. It also provides candidates with an indication of what salary range they should be asking for in 2017. The data has […]

The post Melbourne technology & digital salary guide 2017 appeared first on Talentfish - IT Recruitment Melbourne.

]]>
We have compiled a salary guide for technical and digital professionals within Melbourne, Australia.
This allows our clients to gauge the salary expectations of the Melbourne market when looking to hire or promote internally. It also provides candidates with an indication of what salary range they should be asking for in 2017.
The data has been compiled from placements, surveying business and candidates though a third-party source, and engaging with job boards.
It will be interesting to see how results evolve across the next three years, especially with visa restrictions and shortage of skilled staff coming into play.

Melbourne business landscape

The city of Melbourne accounts for 6% of the Australian Domestic Product. There are over 86,000 jobs related to professional, scientific and technical services, which is around 18% of the total jobs in the municipality.
The state government has invested heavily in infrastructure projects. Housing affordability has been helped with the state government abolishing stamp duty for first time buyers up to $600k.
The technology market in 2017 has moved from mostly permanent roles, to 6 month contracts with further extension or leading to permanent, this is mainly down to business confidence in the economy and government.
In 2017, the 457 visa system was replaced by a new Temporary Skills Shortage (TSS) visa. The 457 visa used to allow employers to sponsor an employee to come to Australia and remain on permanent residency status, leading to citizenship. However, the TSS visa is a two and four year temporary visa, which was introduced to safeguard Australian workers.

Disclaimer
While we have taken great care in assembling this guide, it does not reflect sudden market and economic situations. It is a guide to salaries and should be used to gauge the market prices, we hold no responsibility for any loss arising from the use of the data provided in this guide.

 

Download Talentfish salary guide 2017

The post Melbourne technology & digital salary guide 2017 appeared first on Talentfish - IT Recruitment Melbourne.

]]>
https://www.talentfish.com.au/melbourne-technology-digital-salary-guide-2017/feed/ 0
Talentfish – Melbourne IT Recruitment https://www.talentfish.com.au/talentfish-melbourne-recruitment/ https://www.talentfish.com.au/talentfish-melbourne-recruitment/#respond Wed, 08 Nov 2017 12:26:11 +0000 https://talentfish.com.au/?p=2159 Talentfish is a recruitment agency based in Melbourne, Victoria. So what makes us different from all the other recruitment companies based in Melbourne? Our service, commitment, and flexibility to adapt to our clients. Many larger recruitment companies are focused on profit, our clients have told us that they can be changed up to 30% commission […]

The post Talentfish – Melbourne IT Recruitment appeared first on Talentfish - IT Recruitment Melbourne.

]]>
Talentfish is a recruitment agency based in Melbourne, Victoria.

So what makes us different from all the other recruitment companies based in Melbourne? Our service, commitment, and flexibility to adapt to our clients. Many larger recruitment companies are focused on profit, our clients have told us that they can be changed up to 30% commission for a hire, and that is on the total package, for instance, one of our clients was looking for a senior HR director and charged $50k upfront fee just as a retainer, and then 26% commission on the package, which included the superannuation, car and bonus. Our structure is simple, a low percentage of the base salary only, no upfront fee and 6 months guarantee.

The other issue with general recruitment companies is that they hire junior staff to pre-qualify candidates, and when they come to see clients they don’t understand technology ‘geek’ language, that is another point of difference for us, we are 100% focused on IT recruitment and we get ‘IT’. This allows us to speak to technical leaders about their next hire and pre-qualify candidates, which allows our clients to focus on their business, rather than interviewing poorly pre-screened candidates.

What frustrated me, was the fact that I would spend hours crafting my resume for a role, create a cover letter and hit submit. My documents would rush through the internet (unless you are on ADSL in Melbourne) and hit the recruiters servers. Then the docs would be scanned automatically via an ATS system, and it would look for keywords, 9 times out of 10 it would probably be rejected and I would never hear from them ever again. The odd occasion, the recruiter may get a message saying I matched the brief. They spend 30 seconds reviewing the front page and may get you in for a meeting. The meeting would go like this – a junior has read your resume, and the senior recruiter will sit in the meeting. The senior recruiter will ask you things like “you seem to have a great knowledge in security, why didn’t you get a qualification?” – my reply – “I have highlighted that I have a CISSP, one of the best security qualifications in the world”. Senior recruiter “oh, I haven’t read your resume”.

On the other side, I would have recruiters sending me candidates for roles that they obviously hadn’t met. For one 3rd level role, we interviewed 42 people, what a waste of business productivity.

I learnt from a great recruiter in New Zealand, he explained that he wanted to be an extension of my team, he understood my drivers, my strategic approach and what I was looking for, he even pushed me to interview a candidate that I had no role for and we ended up creating a role as he was amazing, and still is today.

So yes there are some great recruiters out there, but most are happy with gathering rather than hunting for the talent.

Our business philosophy is built on Good to Great by Jim Collins, he emphasises that it is crucial to continuously ask “First who, then what?”

You are a bus driver. The bus, your company, is at a standstill, and it’s your job to get it going. You have to decide where you’re going, how you’re going to get there, and who’s going with you.

Most people assume that great bus drivers (read: business leaders) immediately start the journey by announcing to the people on the bus where they’re going—by setting a new direction or by articulating a fresh corporate vision.

In fact, leaders of companies that go from good to great start not with “where” but with “who.” They start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats. And they stick with that discipline—first the people, then the direction—no matter how dire the circumstances.

Talentfish ensures you have the right people in your technology team, in the right seats.

The post Talentfish – Melbourne IT Recruitment appeared first on Talentfish - IT Recruitment Melbourne.

]]>
https://www.talentfish.com.au/talentfish-melbourne-recruitment/feed/ 0