iknowwhonew

Short-term Marketing support = Big impact

Wed, 26 Nov 2025 05:25:38 GMT

The final months of the year can feel like a sprint for many marketing teams. Campaigns wrap up, planning cycles ramp up, and suddenly there’s more work than hands to deliver it.

If you’re feeling the pinch, a short-term freelancer or contractor might be exactly what your team needs - fast, flexible support without the long-term commitment.

How a short burst of talent can keep your projects moving:

1. They hit the ground running
Freelancers and contractors are used to adapting quickly. They step into new environments often, so onboarding is light-touch and momentum stays high. Short term freelancers are available and can usually start within a week. They offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines.

2. Perfect for “we just need this done” projects
From content bursts to campaign delivery, CRM builds or social execution - project-based specialists can take something off your plate entirely. Their diverse experience working with different businesses and brands results in also bringing a new perspective & injecting fresh energy into the team.

3. Flexible, budget-friendly resourcing
Short-term contracts give you the expertise you need only when you need it. No tied-up headcount, no long commitment and using our payroll services can help you get around head count issues too.

4. They help protect your team’s bandwidth
Instead of stretching your people thin (or risking burnout), temporary support keeps things moving without compromising quality. Many agency suits and marketers build a career through freelancing.

5. Competitive Rates
iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. Download our salary guide for day rate equivalents, or use our day rate calculator here .

Where we’re seeing the highest demand

Campaign execution & go-to-market support
Content, social & creative delivery
Email, CRM & lifecycle marketing projects
Generalist marketers to support BAU
Project managers for short sprints
Marketing operations support

The real benefit? Momentum.

Short-term freelancers keep work flowing during the busiest, most pressure-filled periods. They make sure nothing stalls and that your team stays focused on the high-value work only they can deliver.

If you’re weighing up whether temporary support could help, the answer is usually yes. And we’re here to make it easy.

Reach out to one of our experienced Talent Partners to discuss your needs today.

Signs It’s Time to Hire a Marketer…and how to get it right

Wed, 03 Sep 2025 00:06:43 GMT

For many growing businesses, marketing is often something that gets added to the to-do list of already busy managers or existing teams. A social post here, an email there, and maybe a campaign when there’s time. But without dedicated expertise, marketing rarely delivers the

consistency and commercial results your brand needs to grow.

If you’ve been wondering whether it’s time to bring in a dedicated marketing resource, here are the key things to consider and how to ensure your first hire is set up for success.

1. The Telltale signs

If your demand generation has stalled, you’re struggling to convert interest into sales, or your brand presence feels disjointed, it’s time to stop relying on ad-hoc efforts. A dedicated marketer can build and execute a strategic plan that drives consistent results and positions your brand for long-term growth.

2. What to avoid

It can be tempting to look for a “jack-of-all-trades” who can do a little bit of everything. The reality? Even the most talented marketer will struggle without clear goals and defined outcomes on what the business is looking to achieve. Hiring without clarity can lead to

underwhelming results and frustration on both sides. Be specific about the expertise you need and the outcomes you expect.

3. Why this hire is so important to get right

Your first marketing hire is more than just another role, it often lays the foundation for your brands future growth engine. The right hire can build momentum and shape how your future team evolves. The wrong hire however, can stall progress, waste budget, and leave

you back at square one.

4. Fractional vs full-time

Not quite ready for a permanent commitment? Fractional marketers can be a great short-term solution to get things moving while you build the case for a full-time hire. Just be clear on their remit. Fractional marketers are ideal for campaigns, projects, or interim support, but they’re not typically suited to long-term brand building or team development.

5. What kind of marketer do you actually need?

Marketing as a discipline is broad, as are the tools used to reach your desired target audience. Do you need someone to drive digital acquisition, manage partnerships, develop content, or build brand strategy? Start by clarifying your business’s biggest priorities and

pain points, then match the skillset accordingly. The clearer you are upfront, the better the outcome.

6. How to set them up for success

Hiring the right person is only half the job. To see results and maximum impact, you need to set your new hire up for success.

This means:

Clear KPIs so they know what good Vs great looks like
The marketing tools and access to the resources they need to deliver
Integration into cross-functional conversations with key decision-makers from day one

Bec Godkin, Senior Talent Partner says “Marketing can’t succeed in a silo. The deeper your marketer is connected across the business and understands the various levers that shape success, the greater their impact will be” Hiring your first marketer is an exciting step - it signals growth, ambition, and the desire to build something bigger. By being clear on what you need, avoiding common pitfalls, and setting your hire up for success, you’ll give your business the best chance to thrive.

At iknowho , we specialise in helping brands make their first marketing hire. If you’d like to talk through what kind of marketer is right for your business, we’re here to help.

What is a Fractional CMO and could one be right for you?

kristina@iknowho.com.au (Kristina Gerdov) — Wed, 25 Jun 2025 06:20:39 GMT

As businesses seek cost-effective strategies to drive growth, the concept of a Fractional Chief Marketing Officer (CMO) is becoming an increasingly popular strategy. If you need senior marketing direction without the overhead of a full-time executive, a Fractional CMO can provide high-impact leadership, minus the long-term commitment.

At i kno who , we’ve seen demand for Fractional CMO’s in Australia rise across both scaling startups and established enterprises looking to sharpen their marketing ROI. So what exactly is a Fractional CMO and how do you know if it’s the right move for your business?

What is a Fractional CMO?

A Fractional CMO is a seasoned marketing leader who works with your business on a part-time or project basis, fulfilling the role of a CMO without the full-time salary. They’re typically brought in to drive strategy, lead teams, and guide growth or scaling initiatives – giving you access to the strategies you need now, without the full-time commitment. Whether it’s a couple of days a week or full time across 3-6 months, the options are flexible based on your business needs.

What Can a Fractional CMO Do for Your Business?

Develop and implement marketing strategies: Craft comprehensive marketing plans aligned with your business objectives.
Review existing spend and structures : Drive better ROI for your current spend and make the most of your budgets, auditing current channels, teams and partners.
Align brand messaging and customer experience : Ensure consistency across all touchpoints.
Lead and mentor teams : Provide hands-on leadership to internal teams or agency partners. Many fractional CMOs have the benefit of experience across both agency and in-house roles, with contacts in hand to deliver impact from day one.
Establish KPIs and measurement frameworks : To help you track success and make data-informed decisions.
Act as interim leadership : Fill leadership gaps during transitions, maintaining momentum in marketing initiatives.

How to hire the right Fractional CMO:

Just as your business is unique, so too is finding the right leader. You need someone that can adapt quickly to your business, team and growth stage.

Here’s what to look for:

Industry experience : Ideally aligned to your sector or adjacent experience that brings fresh perspective.
Strategic and hands-on : Able to set the direction and execute. Look for a proven track record of translating plans into tangible results.
Leadership experience : Your CMO should bring true leadership experience – either having led teams or built them.
Results driven : Ensure that they’re data driven with measurable impact and have the ability to present business cases to the leadership team.
Cultural fit : Leadership style matters. Even in an interim capacity, they will likely have a lasting impact on your current team and the culture - so alignment on this is key.

How i kno who can help

Hiring a senior marketing leader, even on a short-term basis - is a big decision. Here’s where, working with a specialist recruitment partner like us can help:

Tailored approach: Be it your first marketing hire, filling a leadership gap, or undergoing a restructure, we can shape the right solution based on your business needs.
Expert guidance: We can support you beyond the hire - from advising on structure and salary benchmarks to onboarding and retention.
Well-established talent pools ready for you to tap into, meaning fast access to high quality candidates, often before they hit the market.

Curious if a fractional CMO is right for your business?

Whether you're scaling, restructuring, or need strategic leadership fast, we can help you find the right fit to drive your business forward.

If you’re considering hiring a Fractional CMO in Australia, working with a specialist marketing recruitment partner ensures you have access to the network to get it right the first time.

Click here to book a complimentary discovery call with one of our talent partners to work through what might be the right solution for you.

How personal branding can supercharge your job hunt in 2025

kristina@iknowho.com.au (Kristina Gerdov) — Tue, 13 May 2025 04:30:28 GMT

In 2025, personal branding isn't just a buzzword – it's important for anyone navigating the job market. The uncomfortable truth is this; you're likely being Googled more often than you're being interviewed. In a digital-first world, your personal brand can potentially boost your career prospects. So how can you leverage it to stand out during your job hunt?

1. Your brand is what people say when you're not in the room

Personal branding isn’t just about the polished version of yourself that you post on LinkedIn. It’s what others say about you when you’re not around. Consider how you’re being perceived online and offline. Is your brand consistent, authentic, and aligned with your career aspirations? What would potential employers say about you when they Google you?

To start refining your personal brand, think about your values, your goals, and how you want others to perceive you. This means showcasing your strengths, yes, but also acknowledging your struggles and learning moments. Authenticity can give you a competitive edge.

2. Lead with curiosity, not just expertise

Publicly asking thoughtful, insightful questions. It positions you as someone who is constantly learning, open to feedback, and not afraid to explore new ideas – a thought provoker and idea leader in your space. In the job hunt, this quality can set you apart from others who might be more focused on offering answers than asking the right questions.

So, when you’re engaging with others online or in an interview, try focusing on asking questions that spark deeper discussions. Your curiosity and willingness to learn can make a lasting impression.

3. Your personal brand is about becoming known for the right things

Remember, personal branding isn’t about trying to become famous. It’s about being known for the right things – the things that align with your career goals and the value you want to offer to employers. For job seekers, this means ensuring that your online presence and interactions reflect your expertise, passion, and ambition.

When crafting your personal brand, be deliberate. Think about the skills, values, and personality traits you want to highlight.

4. Be consistent and intentional

The foundation of a strong personal brand is consistency. Your personal brand is built in the small, everyday actions – how you engage with your network. Consistency in your interactions helps shape how people perceive you and helps create a brand that’s memorable.

If you're job hunting, it's critical to show up consistently both online and offline. This includes engaging with industry professionals on LinkedIn, contributing to discussions, and demonstrating professionalism in all your interactions.

5. Small steps to narrow the gap

So, what's the gap between how you see yourself and how others might perceive you? The goal isn’t perfection, but making small, consistent adjustments that move you closer to aligning your internal brand with how you’re seen externally. It could be tweaking your LinkedIn profile, starting a blog, or sharing your expertise.

What’s one small thing you could do this week to move the needle and narrow that gap? Whether it’s posting a thoughtful comment on a relevant post, reaching out to someone in your industry, or sharing a story of a recent challenge, small actions can have a big impact over time.

6. Share struggles, Not just wins

When it comes to personal branding, it’s easy to fall into the trap of only sharing successes. However, some of the most credible personal brands are built on transparency – sharing the struggles and lessons learned along the way. It’s interesting to see how you handle setbacks, not just your triumphs. Embracing imperfection in your personal brand helps paint a fuller picture of who you are.

Whether it’s sharing a challenging project you worked on or a time when you faced a setback and how you overcame it, these stories can help demonstrate your resilience, problem-solving abilities, and growth mindset – qualities employers are eager to see.

In today’s market, personal branding isn’t just a nice-to-have. By being intentional, consistent, and authentic, you can build a personal brand that resonates with potential employers, ultimately setting you up for success in your job hunt. So, there’s no better time to start than now.

How to: Succeed in a new role

kristina@iknowho.com.au (Kristina Gerdov) — Thu, 03 Apr 2025 02:37:48 GMT

Top Tips for your first 90 days

Starting Strong - First 90 days in a new job

Starting a new role is so exciting but can sometimes feel like a whirlwind—there’s so much to take in, from getting across the brand to remembering names, systems, and multiple logins. It’s easy to feel like your first few weeks are all about onboarding, without any real wins under your belt. That’s why we’ve broken it down into a simple 30-60-90 day plan—to help you settle in, make an impact early, get aligned on your KPIs, and feel a sense of achievement from day one.

First 30 Days: Learn & Align

Your first month is about absorbing as much as you can —understanding the business, key stakeholders, processes —so you can confidently lay the groundwork for future success.

Understand the business – get comfortable with asking questions!
Dive into the company’s vision, values, and goals. Get familiar with key business processes, product offerings, and target audiences.

�� Agency-side marketers: Immerse yourself in your client’s industry—understand the competitive landscape, how different brands in the sector are positioned. Knowing your clients’ business inside out will help you deliver more strategic, impactful work.
�� In-house marketers: Focus on aligning with internal stakeholders and understanding long-term brand goals. Get clarity around marketings’ contribution to the wider business strategy & vision

Meet your stakeholders
Identify key internal and external stakeholders who are crucial to your role. Where appropriate, set up 1:1 meetings to get to know them, understand their priorities and how you can best collaborate. Remember to write things down, you never know what you might need to refer to later.

�� Agency-side marketers: Prioritise building relationships with clients early -
understanding their goals, pain points, and expectations will help set you up for success.
�� In-house marketers: Get to know cross-functional teams such as sales, product, operations to understand how marketing fits into the bigger picture.

Review existing work
Familiarise yourself with past and current campaigns or projects. What’s working well? What could be improved? What’s been successful? Understand how success is currently measured.

�� Agency-side marketers: Review your agency’s recent client campaigns —what approaches worked well? What feedback has been received? Understanding this will help you hit the ground running.
�� In-house marketers: Look at brand performance data , audience segments, channel mix, and competitor activity to get a full picture of the business landscape.

60 Days: Contribute & Strategise

Now, the next 60 days are all about growing your skills and capabilities whilst aligning on expectations. This phase is crucial in making an impact in your new job and aligning with

management on where your focus should be. With a solid understanding of the business, it’s time to add value and position yourself for long-term success.

Identify quick wins
Look for opportunities to make an immediate impact—whether that’s streamlining a process, optimising an approach, or strengthening a client relationship. Communicate with your manager to understand key priorities and ensure your focus areas align.

�� Agency-side marketers: You might be focused on nailing execution of multiple campaigns whilst driving deeper relationships with a few key clients.
�� In-house marketers: You could optimise an ongoing campaign , introduce a new content pillar, or refine reporting dashboards.

Build relationships
Continue to proactively engage with your team, clients, and leadership. Understanding how different departments work, communicate, collaborate – and potentially what their expectations are of your role, will help you integrate more effectively.
Seek feedback
Request feedback from your manager, peers, or clients to ensure you’re on the right track and adjusting where needed. Ask for time in your manager’s diary, letting them know you’d like to discuss whether they’re happy or if there’s anything you could be doing differently. This will help you course-correct early.

Deepen your knowledge
In the next 30 days it’s important to ensure you have all the basics down pat, so work with your manager to ensure you’re provided any additional training.

�� Agency-side marketers: If there’s a key person on your account you haven’t worked with yet, make it a priority to gain exposure or reach out for a 1:1 if appropriate.
�� In-house marketers: If you haven’t had exposure to certain products, teams, or systems, now’s the time to fill in those gaps.

90 Days: Lead & Optimise

By the end of 90 days, you should feel confident in your role and ready to drive results.

Own a project
Take full ownership of a campaign, client account, or key initiative. Ensure your contributions align with business objectives, your KPIs and demonstrate measurable success.

�� Agency-side marketers: This could mean leading a client presentation or managing a project from start to finish.
�� In-house marketers: It might involve owning a brand initiative, launching a new campaign to market, or driving strategic recommendations for future activity.

Evaluate & report back
Use data and insights to assess the impact of your work. Share key learnings with your team and suggest improvements to enhance efficiency and performance.

�� Agency-side marketers: How have your client campaigns performed? What insights can you apply to future work?
�� In-house marketers: How has your marketing strategy impacted business goals? What adjustments can be made for stronger results?

Plan for growth
Set professional development goals for the next quarter—whether that’s upskilling, mentoring a junior team member, or leading a new initiative.

Stay engaged
Continue to check in with your manager, team and recruiter if you worked with one. If challenges arise, lean on them for support and guidance.

Your Recruiter is Here to Help

Throughout your first 90 days, your recruiter is a valuable resource. Regular check-ins provide an opportunity to discuss any concerns, seek confidential advice, and navigate challenges effectively. If something isn’t working, be honest—it’s better to address issues early so we can help you find solutions.

Success in your first 90 days isn’t about perfection—it’s about progress. Listen, contribute and you’ll position yourself as a valued member of the team. Stay curious, proactive, and open to feedback, and you’ll set the foundation for long-term success in your new role.

Rising Star: Aoife Lehane B&T 30 Under 30 finalist

Wed, 26 Mar 2025 02:55:57 GMT

I recently had the pleasure of attending the B&T 30 Under 30 awards and had the chance to meet some incredibly talented rising stars in the industry.

One standout was Aoife Lehane, a candidate we’ve had the privilege of working with, who was nominated and shortlisted in the Account Management category. Honestly, I wasn’t surprised at all—anyone who meets Aoife can immediately see how ambitious, creatively driven, and sharp she is.

Here’s a look at her B&T 30 Under 30 experience and a glimpse into her impressive career:

From starting your career in Dublin, to moving to Sydney and landing a fantastic role through iknowho at one of Australia’s top agencies, you’ve had an amazing career to date. Can you tell us a little more about your background?

I have learned from some extremely talented people throughout my career to date and count myself very lucky to have had been afforded some amazing opportunities.

I started my career at a boutique indie agency in Ireland where I got invaluable hands-on experience running my own accounts and pitching for new business quite early on. From here, I made the move to Droga5 in Dublin working on some of the agency’s largest clients.

Whilst at Droga5, I went through a career crossroads moment where I was debating becoming a planner and actually spent 6 months working in the strategy department which I absolutely loved. This stint in strategy taught me invaluable skills that I use in my role everyday.

Ultimately, I decided to stay in account management (if you hadn’t guessed!) as I couldn’t shake the curiosity of seeing the whole process come to life and the ability to really influence the work in all phases, beyond just what I touched in strat.

It sounds cliché but I’m also a real people person and I thrive off building relationships. In my opinion, account management are the real beating heart of an agency, and I thrive in that role and the exposure it gives you to all areas of the business.

When I decided that I was moving to Sydney I reached out to Riza at iknowho whilst still in Ireland. Not knowing the Australian market was extremely daunting but her knowledge and experience put me completely at ease. She really understood me, my ambitions and the type of agency I wanted to work in for the next chapter in my career and I couldn’t be happier with how it worked out.

The calibre of talent in the mix was extremely high this year. How did it feel to be a finalist at this years’ B&T 30 under 30? And what inspired you to participate?

I feel so incredibly grateful to have been up there with some amazing individuals who have achieved so much in their careers already.

Personally, it was such a lovely moment to be recognised amongst such a talented group of people who have come from different backgrounds and corners of the globe. Having diversity in career paths and experience is so important for our industry to bring fresh perspectives and thinking – it only benefits the work, the people who make it and the people who see it.

It was actually this time last year, seeing the finalists and the stories from past winners that inspired me to enter - I turn 30 this year so I figured if not now, when!

What did you learn throughout the process of applying and what advice would you give to others looking to participate next year? Also, how did your agency help to support you in the process?

I really enjoyed the process of applying and the moment of reflection it gave me on my career to date.

So often I’m looking ahead to the next thing and don’t take the time to reflect on what I have achieved already. As someone who can be very hard on themselves, it was a really eye-opening and rewarding process to take part in.

The 3 pieces of advice I would give to others looking to participate next year would be:

1: Think about the narrative you want to land from the start and how you weave that narrative through your response to the questions and constantly re-enforcing your point.

2: For me, it helped to get everything down on paper and then treat it as a bit of a creative review to condense and tighten (my first draft was 9 minutes long!)

3: Lean on those around you for their advice and point of view, you can get stuck in your own head when it comes to the submission, so it’s good to have those around you to offer that fresh perspective.

I work with some very talented people who were extremely generous with their time not only offering me their advice and feedback but also their videography and editing skills to give my submission that final polish – it takes a village!

There is no doubt that being a finalist helps elevate your profile, what other benefits do you see from being shortlisted and are there any other awards in your sights for the future?

Not being from here it can be a little bit harder to “break into the industry” and make a name for yourself, as an expat I have found it hugely beneficial in that respect. Even this opportunity from the team at iknowho to do this profile piece has been really valuable and a great privilege that I don’t take for granted.

In terms of personal awards, there’s nothing specific that I have my sights set on in the immediate, but I am open to whatever opportunities come my way.

Forbes 30U30 would be a good one but I would want to get busy!

What’s next for you, where do you see yourself in five years?

Anyone who knows me has heard me say I want to be on that stage in Cannes.. so hopefully that will have happened. With the world we’re living in right now and the constant conversation around the value of creativity (which I believe is not only monetary, but also the value it provides to society) I’m driven by the opportunity to create something that people really connect with and makes a lasting impression in the world.. whether that’s as simple as just making people smile or changing societal behaviour for good - the pursuit of that is what drives me.

I’m energised by working with likeminded people who share my ambition but not always a similar point of view. I love the process of sharing those different points of views and different ways of thinking and what brings to fruition. That to me is what makes the industry we work in so interesting and one I love being a part of.

Ultimately, I would love to be in a leadership role in an agency where I have the ability to make a real impact and influence the direction for the future of the industry.

Thank you so much, Aoife, for sharing your journey, insights, and advice. Your passion and drive are truly inspiring, and we have no doubt you’ll continue to make waves in the industry. We can’t wait to see what’s next for you!

If you're looking for your next role within the junior-mid levels across agency or the perfect candidate to add to your team get in touch with Riza today!

How to: Uncover the best candidate in your hiring process

kristina@iknowho.com.au (Kristina Gerdov) — Mon, 24 Feb 2025 01:38:41 GMT

POV: You’ve kicked off the hiring process and have now been presented with a shortlist of top-notch candidates. They share similar backgrounds, and were equally impressive at first interview stage with their sharp responses and depth of experience .…in other words they’re head to head.

For most hiring managers this can be a good problem to have, but for some, it can create uncertainty in the decision making process, which can ultimately lead to hiring delays.

However, a final selection of high-calibre candidates doesn’t have to slow down your recruitment efforts — with the right approach, you’ll feel equipped to make a confident hiring decision. Here are our top tips to help streamline the process:

1. Clarify your priorities from the start

Before you even brief in the role, ensure you’re on the same page with key decision-makers about what success really looks like for this position. What are the must-haves versus the nice-to-haves? What qualities will enable this person to thrive beyond just ticking boxes on a job description? Having clarity from the outset makes decision-making easier down the track.

2. Compare candidates objectively, not emotionally

It’s easy to be swayed by a candidate’s charisma or impressive track-record, but structured comparisons lead to better hires. Use a system to rate candidates on core skills, relevant experience, and cultural fit. If two candidates seem equally strong, ask yourself; Who will add long-term value to the business? Who aligns more closely with our company’s vision for the future?

3. Don’t fall into the over-interviewing trap

Up to three structured interview rounds should give you all the information you need to confidently make a decision. Conducting more interviews doesn’t always lead to a better outcome — the more time both parties invest into the process can actually make the final decision harder. If you find yourself scheduling “just one more” interview, take a step back and ask; are you gathering new insights by meeting the candidate again, or are you delaying the decision making process?

Click here to read our top tips on how to deliver a great interview experience.

4. Balance data with gut instinct

Hiring isn’t just about ticking boxes—it’s also about people. Assessing skills and capabilities are essential, but intuition plays a role too. If a candidate meets all your criteria but something feels off, dig deeper. Likewise, if someone doesn’t tick every box but has the right growth mindset and demonstrates adaptability, they could be the best long-term investment.

5. To Task or not to Task

At the senior end, allocating a task as the final stage of the interview process can provide beneficial insights to support your decision. It is important to communicate this from the outset, so candidates are aware that this will form part of the final interview. The task itself should only be allocated to the final 1-2 candidates in the mix, with the expectation that they will deliver a top-line response, not a full GTM strategy. The task should encourage blue-sky thinking, and allow the candidate to demonstrate their approach and recommendation to a current business / brand challenge.

6. Think beyond the first 6 months

The best hires aren’t just a great fit for today—they’re the ones who will grow with your business. Look beyond current skills and consider long-term potential. Are they ambitious? Do they show initiative? Will they add value to the wider team dynamic and positively influence company culture? A great hire should be an asset not just for now, but for future growth trajectory.

7. The right choice is the one you make with confidence

When faced with strong candidates, it’s easy to second-guess yourself. But at some point, a decision must be made. If you’ve defined success, assessed candidates objectively, and balanced logic with instinct, then trust the process. The best hiring decisions aren’t always about finding the “perfect” candidate—they’re about choosing the right candidate and setting them up for success.

Your hiring decisions, backed by expertise.

At i kno who , we make the hiring process easier, faster, and more strategic. Whether it’s refining your selection criteria, simplifying decision-making, or ensuring you secure the right candidate before they’re snapped up elsewhere—we’re here to help at every stage of your recruitment process.

Let’s chat about how we can help you uncover your next great hire.

How to: Ace the interview

kristina@iknowho.com.au (Kristina Gerdov) — Tue, 03 Dec 2024 03:32:46 GMT

Nailing an interview requires more than just showing up and answering some questions. It’s about preparation, presenting yourself in a way that leaves a lasting impression and following up well. Here’s our top tips to help you ace your next interview!

Get the prep right

Before you even step into the interview (or join the video call), a bit of research can go a long way.

Know who you’re meeting: Take a moment to look up your interviewers on LinkedIn. Do they have any recent posts or accomplishments that can give you insights into their current projects or interests? You can also ask your recruiter for some background on their style and what to expect. It’s never nice anticipating a conversational style interview when in fact you could be meeting with a panel with behavioural style interview questions.
Research the company: You should know what the company does and have a sense of their service offering or products. If they have a storefront or physical presence, check it out if you can. Be sure to familiarise yourself with any recent achievements, such as awards, and consider why you’re excited about the opportunity.
Understand the role: Go over the job description thoroughly. Using the STAR method (Situation, Task, Action, Result), prepare examples for each of the key skills the job requires. This will help you demonstrate that you’re a great fit for the role.
Develop your key point agenda – more on this to come!

During the Interview

It’s showtime!

Here’s how to make the best impression once you’re in the interview.

Sharing your experience: Interviewers want to hear about specific projects you’ve worked on. Choose 2-3 key projects to discuss in detail, again using the STAR approach to provide structure.
The STAR approach:

S ituation: Briefly explain the background of the project or challenge you faced.

T ask: Outline the task or objective you were given.

A ction: Describe what actions you took personally, and what the team did overall.

R esult: Wrap it up by highlighting the results or learnings from the experience.

Ask thoughtful questions: Not just about the role but also about the company and don’t save all your questions for the end or wait to be asked; asking them throughout the interview shows that you’re engaged.
Your key point agenda: What are the 3-5 things you want to make sure you communicate during the interview? These are likely to be the main reasons you think you’re an awesome fit for the role.
If you have the opportunity to proactively share this information, rather than waiting to be asked a question that relates, you’ll make sure you’re walking away knowing that you put your best foot forward.
The essentials: Arrive 5-10 minutes early, dress appropriately, and come with a notebook and pen. Have your key points and questions written down, so you’re ready to make the most of the opportunity.
For video interviews: If it’s a video interview, present yourself professionally. Choose a quiet, distraction-free environment, dress as you would for an in-person interview and maintain eye contact by looking into the camera. Keep your hands busy by taking notes—this helps you stay focused and engaged.

Follow Up

The interview doesn’t end when you leave the room or close the video call. Following up can be just as important as the interview itself.

Send a brief thank-you note: Within 24 hours, send a personalised thank-you email. Not only does this show appreciation for their time, it’s also an opportunity to reinforce your interest in the role. Keep it polite and brief, however, if you felt you forgot to mention something or wanted to clarify a point further, this is your opportunity.
Check in with your recruiter: If you’re working with a recruiter, get in touch to share your feedback and they will be able to give you an understanding of when you’re likely to receive feedback from the organisation, along with next steps.
Ask about next steps and the hiring timeline.

By following these steps, you’ll be well-prepared, make a strong impact during the interview, and leave the kind of lasting impression that could land you the job.

Get in touch with your iknowho talent partner if you’d like more tailored advice, we’re here to help!

Beyond matching skills

kristina@iknowho.com.au (Kristina Gerdov) — Mon, 25 Nov 2024 00:16:32 GMT

Client: Five By Five Global

Role: Managing Director

Candidate: Mark Anderson

When Five by Five Global approached our Lead Talent Partner, Sheryn - they were clear about their vision: they needed a leader who could steer their Australian operations with vision and integrity. The role required someone who not only had extensive agency leadership experience but also possessed the strategic acumen to lead the agency into its next phase of growth.

Iknowho’s Lead Talent Partner Sheryn Small was excited by the scope of the search

Sheryn worked closely with the team at Five by Five to establish the essential qualities they were looking for. Matt Lawton, CMO at Five By Five said, “Sheryn's experience in the sector made it easier to brief her on the role. We shared common reference points when talking about culture, leadership style, and agency vision. Her industry insight was critical in helping me feel confident that we’d receive a strong candidate pool upon my return from a three-week honeymoon. Sheryn even challenged me on a few things’ others might have missed, helping us narrow the field and fine-tune our decision-making.”

Sheryn’s deep understanding of both candidate and client needs became apparent as the onboarding process progressed. Mark described his experience transitioning into Five by Five as "seamless and supportive." Matt shared, "The onboarding experience was valuable to both of us. I gave a strong commitment to work alongside Mark for at least two months, which allowed us to meet clients and supply partners in an unforced, natural way that kept business flowing. This approach has yielded some immediate success and helped uncover opportunities from existing and new clients alike.”

Reflecting on the value of working with a specialist recruiter, Mark noted, “Specialist recruiters are more than intermediaries; they’re connectors with a real understanding of the industry. It’s a bit like matchmaking – you’re much more likely to find a role that truly fits when someone has taken the time to understand both you and the organisation.”

We’re so grateful for the opportunity to work in partnership with Five by Five and Sheryn really sums it up "Our role is more than just matching someone’s skills to a job description. It’s about ensuring alignment on values, vision, and long-term goals, and personal connection" says Sheryn. “I find working on leadership roles really rewarding as the impact of the person you’re placing will be so pivotal to the success of the client’s business. I can’t wait to see the impact that Mark has on Five By Five”.

Beyond the job post: How to Elevate Your Hiring Process with Empathy

Tue, 29 Oct 2024 00:47:20 GMT

There are lots of great candidates on the market right now—great news if you’ve got urgent hiring needs!

While it might mean you’re opting to run the recruitment process yourself, here are some tips to help protect your brand and support those out there in the trenches, working hard to get back in the game.

We all know how tough it is for candidates right now, so it’s more important than ever to uphold ethical practices and give every candidate a positive experience, even if they’re not the right fit for your role.

Hopefully, by reading this, you're joining me on a journey to make a real difference in the way we approach recruitment.

Be Prepared and Aligned from the Start

This one might seem obvious but before starting the interview process, make sure all the hiring managers and interviewers are aligned. Be clear on what you’re looking for in a candidate, how many interview rounds there will be, whether there’s a task, and who will handle what questions.

When everyone’s on the same page, not only do you create a smoother experience for candidates, but you also speed up the process, increasing your chances of finding the right person quickly minimising disruption to your project deadlines and over stretched team. Plus, it sends a clear message to candidates that - you value their time and respect their effort. For help on the interview itself you can read our tips on how to deliver a great interview experience.

Set Expectations with Candidates

Now that you’ve set internal expectations, it’s time to share them with candidates! It’s much easier for candidates to put their best foot forward when they know what to expect. A great interviewer considers the candidate’s circumstances—some may be feeling pressure from unemployment, others might be neurodivergent or anxious. Let’s not forget about the mass redundancies over the last 18 months!

When you give candidates the tools to prepare, they can focus on showcasing their true skills instead of worrying about surprises. This levels the playing field and helps ensure you’re finding the best fit for the role, not just the best performer on interview day.

Show Empathy and Understanding

The job market is tough right now – I’m hear the term “wild west” all too often lately! Many candidates have been out of work for a while, through no fault of their own. A little empathy goes a long way.

As the old adage goes – treat people the way you’d want to be treated. Ask about gaps in employment, but do it with curiosity, not judgment. Creating a safe space for candidates to share their story shows that your organisation values people, not just their resumes. After all, we’re all human.

Be Transparent

Transparency builds trust. Be upfront about what candidates can expect—not just from the recruitment process but from the role itself. Share the positives and the challenges. Being vulnerable will gain respect and helps candidates make informed decisions. It’s better to have someone opt out early than to hire someone who leaves after a few months because the role wasn’t what they expected.

Feedback is Key

This is probably one of the most talked-about (and frustrating) aspects of today’s job market. LinkedIn is full of posts from candidates who’ve been ghosted after interviews. My advice? Even if you don’t have a decision yet, let candidates know where they stand.

Ghosting can leave a lasting negative impression—not just on the candidate but on your employer brand too. Providing even a small amount of constructive feedback can make a big difference. It doesn’t have to be lengthy; a positive note and a key reason why they weren’t selected can help candidates improve for next time and appreciate the process.

And if you’ve forgotten to get back to someone (because, let’s be honest, we all get overwhelmed sometimes), own it. A simple, sincere apology goes a long way in closing the loop. What matters most is showing respect for their time and effort, even after the fact.

Help Where You Can

If a candidate isn’t the right fit, consider how you can help beyond a simple "no." If they impressed you, is there someone in your network who might be interested in their skillset? Could you make an introduction?

A Simple Thank You Goes a Long Way

Candidates are juggling jobs, rearranging childcare, and coming up with creative excuses to take time off for interviews (I’ve heard Michael’s had a lot of white goods delivered this week!). Whether they advance or not, they’ve invested time in your company, and a simple thank-you can leave a lasting positive impression.

Check In: Are You OK?

"Are You OK?" Day is a great reminder to check in on people’s mental health, but it shouldn’t just be once a year. With the pressures of today’s economy, many candidates are experiencing heightened stress. Acknowledging the strain of job searching or offering flexible interview timings can go a long way toward reducing stress. I love when clients share tips for managing interview anxiety—it's a small thing that makes a big difference.

Reflect on the Process

After each hire, take time to reflect on what worked and what didn’t. Did candidates get enough information upfront? Were timelines manageable, and was communication prompt? Asking for candidate feedback can be a great way to improve your process over time. This can even be a step you introduce during your onboarding process - here is some advice on how to successfully onboard your new hires.

Being open to evolving is a core part of being a responsible and ethical employer. Building an empathetic hiring process doesn’t just benefit candidates—it strengthens your brand and helps you secure top talent. If you're ready to elevate your recruitment approach, reach out to one of our talent partners at iknowho for a chat.

How to: Cut through in a candidate rich market

kristina@iknowho.com.au (Kristina Gerdov) — Sun, 20 Oct 2024 23:57:50 GMT

In today’s market, it can be overwhelming when you're up against many candidates vying for the same role. But there are ways to make your application stand out and catch the eye of a recruiter or hiring manager. Below are our team's top tips to help you get noticed and increase your chances of landing that dream job.

1. Tailored approach

While it may seem tedious, personalising your CV for each job is essential. Hiring managers are incredibly prescriptive in a candidate-rich market and will be looking for someone who ticks all their boxes. Tailor your CV to make it crystal clear that you possess the necessary skills and experience for the specific role. Use the job ad or JD as a guide, highlighting relevant experiences and key strengths that align directly and use the same keywords. A one-size-fits-all approach might make you fade into the background, so stand out by showing you’re the perfect match.

2. Showcase Achievements

Having direct, relevant experience in your field will naturally draw attention to your application. When listing your past roles, focus on what you achieved rather than simply what you did. Employers want to know how you’ve made an impact in your previous positions, so highlight any quantifiable results, improvements, or successes you’ve been a part of. The more you can demonstrate your value through real-world examples, the stronger your application will be.

3. Boost your CV with links to your work

One of the easiest ways to set yourself apart from the sea of applicants is to make your CV more interactive. If you’ve worked on significant projects or have a portfolio of work, don’t be afraid to show it off! Include hyperlinks to any notable creative work or projects. For example, if you’ve been part of a marketing campaign or creative project, link to it in your CV. For agency client service roles, this is especially crucial. Let your experience shine through examples rather than just bullet points.

4. The use of video

Video applications are becoming increasingly popular as a way to add a personal touch to your submission. If the offer is there, take advantage of the opportunity to sell yourself via video. A short, engaging video introducing yourself and explaining why you’re the right candidate for the job can help you stand out. This is especially true for roles that require strong communication skills or client-facing positions. A video application allows you to express your enthusiasm and personality—something a CV alone can’t do. Keep it brief, professional, and impactful.

5. Specialist Recruiters

Finding a job can feel like a full-time job in itself. That’s where working with a specialist recruiter can make all the difference. Recruiters in your field know the ins and outs of the industry and often have access to roles that aren’t advertised publicly. A specialist recruiter will work with you to understand your goals and match you with the right roles, often helping you secure a position faster than you could on your own. Leverage their expertise and network to your advantage.

6. Personal Brand

Your personal brand is your digital handshake—it introduces you to potential employers before they’ve even met you. If you haven’t already, create a LinkedIn profile that showcases your skills, experience, and personality. Make sure it aligns with the details on your CV and gives a fuller picture of who you are as a professional. At the same time, ensure any other social media accounts are private unless they’re also part of your professional brand.

7. Community contribution

Engaging with your community can be a powerful differentiator. Whether it’s volunteering, contributing to local causes, or simply being active in professional groups, community involvement shows a level of initiative and engagement that employers value. If you’re not already involved, look into opportunities to give back or participate in industry events or associations. Not only will this boost your resume, but it will also broaden your network and potentially open doors to new opportunities.

In a market overflowing with exceptional candidates, distinguishing yourself can seem challenging. However, with a well-crafted strategy, you can significantly enhance your prospects. Begin by actioning some of our top tips here - making a positive impression on potential employers has never been more achievable.

Making the Switch

kristina@iknowho.com.au (Kristina Gerdov) — Mon, 16 Sep 2024 23:54:05 GMT

Client: Serenitas
Role: Senior Marketing Manager

Candidate: Rob Dudley

Making the leap from agency side to an in-house marketing role is no small feat. For many, it’s a shift that requires a new set of skills and perspective, but for Rob Dudley, former Senior Account Director, his recent transition from agency side also required a solid dose of persistence and trust.

Rob had set his sights on joining a progressive company where he could deliver great work and lay foundations for continual growth. “I’d been toying with the idea of moving in-house for a few years, with a mixed bag of results” Rob says,

But that was about to change when Rob met Bec.

At the time, iknowho Senior Talent Partner, Bec Godkin was partnering with Serenitas' Head of Marketing, Cheyne Oxford on their next senior hire. Bec recalls,

The talent search for the role was extensive and well considered. Bec recalls, “iknowho’s partnership with Serenitas was consultative and transparent. Cheyne trusted in the process, and this really opened the door to introducing talent from a non-traditional background such as Rob”. The client agreed to interview Rob and the connection was instant, he then went on to successfully secure the Marketing Manager position. Cheyne adds,

Rob’s trusted partnership with iknowho proved to be the game-changer in securing his first in-house marketing role. “The key, says Rob, is to find a recruiter who really listens to what you want and helps you achieve it. Be honest about your experience and focus on your complementary skills.”

So, whether you’re a candidate looking for guidance on how to transfer your existing skills or a client seeking top talent who can bring a new perspective to your brand, reach out for a chat. As specialist recruiters with ‘lived marketing experience’ we’re equipped to navigate the intricacies of each role and are committed to getting that fit ‘just right’.

In between jobs? Here’s how to stay positive, productive and prepared!

Mon, 02 Sep 2024 01:02:54 GMT

Being out of work can be tough.

The days can feel long and the inbox can feel empty.

The current employment market is tricky, so to those of you who are currently in between jobs know that you’re:

a/ not alone and

b/ market conditions aren’t optimal

But, like any bump in the road, it’s important to remain positive and better still, make use of the extra time available. As they say – when life gives you lemons…you know the rest.

Here are some thought starters which might help:

Limit your job search time to an hour a day and only apply to roles that really speak to your interest and experience. Don’t fall into the trap of applying for anything, it will only give you application fatigue and could leave you feeling more demotivated.

Consider further study; use the time to learn something new and broaden your skills, this could relate to what you do now or help you to pivot in a new direction.

Network; catch up with old colleagues and clients and put yourself on people’s radar. You never know how your next role might come to you, and talking to your advocates may prove more productive than you think. Don’t be afraid to lean on your network for support, advice or referral.

Consider volunteering; whether that’s at your favourite charity, local soup kitchen, or kids school canteen, it’s sure to help fill your time with something meaningful and give you a sense of purpose.

Personal brand; invest some serious time here. Write a blog article to push out on socials, modernize your CV, give your LI profile an overhaul, offer to speak at an industry event.

Try something new; open yourself up to contract, invest time in a side hustle, attend a seminar of a motivational speaker you admire, or

Fresh air; with Spring upon us ensure you take advantage of Australia’s best asset – the great outdoors. Take a walk, go on a hike, feel the sand between your toes. Fresh air and a dose of vitamin D will help clear your head, sharpen your focus and remind you of life’s more simple pleasures.

And as the adage goes ‘This too shall pass’. There are always peaks and troughs in the employment market and we anticipate that we’ll start to see more traction and hiring confidence return in the coming months.

If you have any questions or need further support during this time, don't hesitate to reach out to myself ( Sheryn ) or our dedicated talent partners . We're here to help you navigate the current job market and find the right role for you.

Additionally, if you're interested in understanding the latest market trends, download our latest Salary Guide . It's packed with valuable insights that can help you position yourself competitively in the industry.

Stay connected, stay informed, stay in the kno w .

How to: Deliver a great interview experience

kristina@iknowho.com.au (Kristina Gerdov) — Tue, 27 Aug 2024 01:49:53 GMT

We get it…

Interviewing candidates can seem overwhelming and time consuming but with a little preparation and the right approach, you can maximise your time, gain valuable insights, and leave a positive impression on potential hires. Here’s a guide to delivering a great interview experience that benefits you, and the candidate and your company’s employer brand.

Be Prepared

It may sound like a given, but preparation is often overlooked.

Read over the CV beforehand. Who are you meeting and why?

Walking into an interview without a plan can lead to surface-level conversations that don’t provide the depth of insight you need. By taking the time to review the candidate’s CV and application beforehand, you can focus on exploring their experience and skill set in greater detail. This not only helps you understand their suitability for the role but also shows the candidate that you’re invested in the process. You never get a second chance to make a good first impression!

Structure the Interview

A structured interview leads to better outcomes for both you and the candidate. Draft a clear agenda before the interview, outlining key points you want to cover. This could include specific skills or experiences you want to explore, and be sure to allow time for the candidate to ask their own questions.

At the beginning of the interview, take a moment to explain the structure to the candidate. This helps set expectations and allows the conversation to flow smoothly.

Set the Scene

Creating a welcoming atmosphere is essential. Start by being on time and showing up as your authentic self; friendly, confident, knowledgeable, and attentive. Begin with a few minutes of informal chat to break the ice and make the candidate feel comfortable. This approach not only eases nerves but also encourages a more open and genuine discussion. Remember, candidates should leave the interview feeling valued.

Ask the Right Questions

Crafting thoughtful, open-ended questions is key to understanding a candidate’s competencies, values, and cultural fit. Ask them to draw on their past experiences with questions that begin with “How,” “Why,” or “Can you explain?” For example, “Can you give me an example of a time you had to prioritise a number of competing tasks on a tight deadline?” this allows you to gauge probable future behaviour. These types of questions encourage detailed responses and provide deeper insights.

To further validate their answers, don’t hesitate to follow up with more direct questions - such as When/Who/Where? “When did this happen?” or “Who was involved?” This approach helps you gather concrete evidence of their abilities.

Share & Excite

Remember, it’s a competitive market out there. As much as you’re evaluating the candidate, they’re also evaluating you and the company. Take this opportunity to sell your organisation—highlight your team’s achievements, recent successes, and the exciting projects they could be a part of. Explain the company culture, values, and any perks that make your workplace stand out. This is your chance to inspire them and have them leave wanting to join your team!

Encourage Two-Way Conversations

Interviews should feel like a conversation, not an interrogation. Encourage the candidate to ask questions. Be prepared with thoughtful answers that will leave them excited about the possibility of joining your organisation. A strong, two-way dialogue creates a positive experience and gives the candidate a better sense of what it’s like to work with you.

Thank & Close

As the interview wraps up, make sure to cover any final remarks or questions. Set clear expectations about the next steps in the process. If you’re unsure about timelines, be honest about it—better to manage expectations upfront than disappoint later. And of course, thank the candidate for their time and effort. What may seem like a “casual chat” to you, likely received hours of preparation from the candidate. A sincere thank-you leaves a lasting impression.

You can create an interview experience that is both productive and enjoyable. Remember, interviews are not just about assessing candidates—they’re also about making your organisation the place they want to be!

If you’re looking for more tailored advice on how to conduct great candidate interviews, are interested in finding out current salary brackets, or you’re looking for your next team member – feel free to reach out to any of our talent partners .

Navigating the Digital Landscape: Opportunities and Challenges in 2024

Wed, 31 Jul 2024 02:54:15 GMT

Having spent the last three months in my new role as a digital marketing recruitment consultant, I've had the pleasure and opportunity to engage with a diverse set of leaders in the industry. Here's my take on some of the key themes that have cropped up, the current state of the digital marketing landscape and a look ahead at the job market.

Positive Rumblings with a Sprinkling of Cautious Optimism

On the whole, the job market remains generally cool due to the challenging and uncertain economic climate. However, digital marketing budget allocation remains steady (in some cases increasing), and driving the “growth agenda” continues to be a priority for many digital teams across Australia.

Emergence of AI and focus on Data Governance

The strong emergence of AI, the increased importance of data governance, and the utilisation of first-party data, present exciting opportunities and optimism for those who embrace the shift and stay ahead of the curve.

The data landscape, in particular, intrigues me. With customer demand for transparency and global legislation enforcing corporate responsibility, businesses are having to review their strategies, processes, and tech resources in order to hold market share and stimulate growth. As such, your brand proposition and communication of customer value have become even more important in building customer trust and loyalty. The trust exchange for first-party customer data, when managed effectively, is driving more sophisticated personalised brand experiences, intelligent segmentation, and ultimately fuelling a smarter and more responsible digital landscape.

Balancing Brand Building and Performance

How businesses marry their brand-building activity with performance activity/campaigns is becoming an increasingly interesting space to play in. It’s an age-old discussion but is becoming more relevant in a world where third party data is less abundant and reliable. Those finding the right balance and putting their faith in the long-term play will prevail!

For a great conversation on this I’d encourage you to check out Smarter Marketing Podcast episode - https://rocketagency.com.au/podcast/balancing-brand-and-performance

To deliver on growth targets and capitalise on these opportunities, skilled resources are required, which I believe is reason to be optimistic!

Optimism in the Job Market

My optimism is further fuelled by conversations with digital leaders over the past month who report that the digital skill gap remains high. Digital marketing teams across the board are communicating resource shortages (with the exception of government roles perhaps) and the underutilisation of marketing technology.

Considering the continued increase in budget allocation shifting towards digital projects, the exciting and challenging developments in the data landscape, the integration of AI into workflows, and the need to activate an underutilised marketing tech stack, there is indeed further optimism in the digital job market. This is especially true if businesses intend to meet ambitious growth targets moving into the second half of 2024 and beyond, albeit a journey that will likely be slow and potentially a little bumpy!

While the economic climate presents challenges, the digital marketing landscape is ripe with opportunities for those who are adaptable and forward-thinking. As we move into the latter half of 2024, staying ahead of trends in AI, data governance, and digital strategy will be key to navigating the evolving market.

From Dublin to Down Under

kristina@iknowho.com.au (Kristina Gerdov) — Tue, 16 Jul 2024 04:30:37 GMT

Client: Innocean

Role: Senior Account Manager

Candidate: Ruth Murphy

Moving to a new country can be both exciting and daunting. Thinking about all the changes, from finding a new home, navigating a different culture to securing a job in an unfamiliar market, it can all be quite overwhelming.

Senior Account Manager, Ruth Murphy, originally from Ireland, had plans to move to Australia but didn’t have a job lined up before her arrival.

Sydney has a thriving advertising scene, we are seeing more junior-mid level candidates on working holiday visas and they’re ready to get started in a role ASAP. Riza encourages agencies to be open to shorter term contracts to access this talent pool and that is exactly what Innocean did – safe to say it paid off.

"After learning about Ruth's background and career goals, I knew she would be a perfect fit for Innocean. Her passion for marketing, eagerness to embrace new challenges, and previous agency experience made her an ideal candidate. I managed to lock in an interview for Ruth just as her plane touched down in Sydney.” Riza said.

Ruth’s journey with Innocean started on a temporary contract, but it quickly became clear that Ruth was an invaluable asset to the team. "Ruth has had the most fabulous impact on us as an agency since her arrival last year. Ruth has gone from strength to strength in her time with us, starting out as an Account Manager before eventually becoming a Senior Account Manager and extending her time in Australia with us through sponsorship." Liam continues.

For Ruth, the transition from a temporary role to a permanent one was a significant milestone. "It's such a huge relief. With a working holiday visa, you can only work for one company for six months unless you get sponsored. After a few months at Innocean, I knew I wanted to stay long-term, so I needed sponsorship. Thankfully, they wanted the same. We started the sponsorship process, and they also promoted me to Senior Account Manager. Now, I have a two-year visa to stay in Australia and can continue working with Innocean. It's a win-win." she says.

Ruth's advice to other international candidates looking to land a job in advertising in Australia is simple: "Moving to a new country and starting a new job can be daunting, but working with Riza was so helpful. She asked me upfront what I was looking for in an agency and, once I explained my goals, she recommended the best fit for me. Having a recruiter who looks out for your best interests is so important. She supported me through the interview process, helped with salary expectations, and provided great advice on sponsorship conversations. It made a big difference in making the right decisions."

Liam adds "International candidates offer a lot of benefits to an agency. They bring a fresh, diverse range of perspectives, experiences, and skills. This diversity enhances our creative capabilities, problem-solving, decision-making and overall, gives us a more global perspective as an agency."

With 16 years of expertise in Sydney's marketing recruitment sector, iknowho is your trusted partner, whether you're a candidate seeking new opportunities on our sunny shores or a client in need of fresh talent. We're here to make the process seamless and successful. Proud winners of the Recruiter Insider 2023 Best Small Agency for Candidate Experience, we are dedicated to providing exceptional service every step of the way.

Reflecting on the collaboration, Liam describes working with Riza as easy, effective & exemplary. In today's competitive market, finding the right balance between affordability and expertise is crucial. Let's embrace flexibility and open the doors to a diverse talent pool to stay ahead.

What’s the difference between freelance and contract?

kristina@iknowho.com.au (Kristina Gerdov) — Wed, 01 May 2024 01:16:23 GMT

Your guide to shorter term contracts in the marketing world.

Kicking off a job search can be overwhelming, particularly if you’re thinking of a shorter-term contract and not sure where to start. You might see a number of different roles advertised like ‘Freelance’ or ‘contract’ or ‘fixed-term’ and unsure what the difference is. You’re likely not the only one.

We’re here to take the guess work out of it for you and have outlined some key differences below to arm you with the knowledge you need to consider before you hit apply.

Freelance

The term “freelance” often gets used when someone works for themselves or for a number of different clients over a period. Often used in creative industries and is attractive for it’s uber flexibility and ability to work short-term contracts with varying hours.

Why Freelance?

Freelancing offers the opportunity to engage in various short-term agreements and experience different styles of companies. You might work with one company for 6 weeks on a project, then return again 6 months down the line. Being a freelancer gives you that flexibility to pick and choose the length of the project, depending on the work required and what suits your lifestyle at the time.
A job might be briefed as a freelance contract when there is an immediate need for someone to join the team, but it’s not determined exactly how long they will be needed for. This could be due to short-term holiday cover, sick leave or a specific project that needs additional resource. The role might start out as a short-term agreement, e.g. 2 month freelance contract but then extend longer as needs and requirements change. It’s not uncommon for contracts to extend several times, so don’t let the initial length deter you.
Typically, there is a very quick hiring process for a freelance role, with hiring managers often seeking candidates that are available immediately or within a short-time frame.
Freelance roles are usually created with a very specific need in mind, which gives you a solid understanding of the type of projects you will work on, allowing for a very clear hiring process centred around skills and ability to hit the ground running with minimal training required.
As a marketer, working in a freelance capacity gives you opportunity to work on a number of different projects, gain varied experience and build a diverse portfolio of work. It could be a way to try out different styles of companies, ahead of determining your next long-term move, or you might decide you like the lifestyle offered and choose to freelance longer term. Many agency suits and marketers build a career through freelancing and become highly regarded in the industry for being a capable pair of hands with fresh ideas and perspectives.
Freelancing is also a great opportunity for International Talent to gain local market experience in Australia when first arriving and also works well with any restrictions on visas, like only being able to work with one company for up to 6 months on the WHV.
A freelance contract is a great opportunity for you to prove yourself to an employer and if you both agree that it’s a great fit and an opportunity becomes available full-time, you may be offered a full-time contract, often known as “temp to perm”.

How does it work?

Freelancers can choose to use an ABN and invoice clients directly or go on payroll through their client or recruiter that has made the introduction.
When using an ABN, you manage your own income, including tax, super and GST. It only takes a few minutes to set yourself up as a sole trader through the online application so you can be set up fairly quickly!
In the marketing industry it’s common to see freelance rates outlined as a Day Rate. The rate is usually agreed with the understanding that you get paid for the days worked, without additional pay for sick leave, holiday etc so this is usually factored into the agreed rate.
When it comes to notice period, a minimum of 24-48 hours is usually required but 1-2 weeks is more common. That being said, if you’ve committed to a short-term contract, it’s highly recommended that you complete the project or agreed timeframe before moving on to any new work, in order to protect your reputation and do the right thing by the company.

Fixed-Term Contract

A contract role is typically a longer-term agreement between both the client and candidate, where you become an employee of the organisation for a set period of time. Commonly we see these as 6-12 months in length, to cover a maternity leave or specific project need.

Why contract?

When taking on a fixed-term contract, you get the benefits of being an employee of the company, often with the same benefits of permanent staff, just pro-rata to the contract length e.g. annual leave, sick leave etc.
Being longer in length, e.g. usually greater than 6 months, there is a level of job security that doesn’t come with freelance that is enjoyed by many candidates. A standard notice period applies if either party decides to end the contract ahead of the initially agreed end date.
The hiring process is usually more intensive than a freelance contract but still much shorter and streamlined than a permanent hire, again those candidates that have shorter notice periods being highly sought after.
The talent pool of competition is usually smaller with contract roles, as those that are already in permanent positions are less likely to apply for a role that doesn’t offer the same longer-term career opportunities. This means you might have a better chance of securing the role than if it were a permanent opportunity.

How does it work?

When securing a fixed-term contract, you’ll receive an employment contract just like you would if it were a permanent position, however, it will include the details of the contract length and entitlements.
You will be required to give notice when you’re looking to leave, anywhere from two weeks to two months, depending on your role and level – or what may have been agreed upon in your contract when you started.
If you get the opportunity to secure a new permanent opportunity with the organisation following this, you’ll then sign a new permanent contract.
There are limitations ( https://www.fairwork.gov.au/starting-employment/types-of-employees/fixed-term-contract-employees ) for how long a fixed term contract can extend or be renewed, usually 2 years and not renewed more than once.

If you’re ready to start the job search for your next freelance or contract role, visit our Job Search page for our latest roles where you can filter by work type. Please note, due to the quick turnaround times of freelance briefs, we often fill roles with our network without advertising the role, so if you’re on the lookout, please do reach out and submit your CV today.

Sunny days ahead!

kristina@iknowho.com.au (Kristina Gerdov) — Thu, 11 Apr 2024 03:07:25 GMT

Client: 72andSunny

Role: Client Services Director

Candidate: Laura Popa

When 72andSunny asked us to help them recruit a new Client Services Director to spearhead their next stage of growth, we got to doing what we do best.

Now who wouldn’t want to work at 72andSunny? So, the real brief was for our talented Sheryn Small to screen the talent for who really had what it would take to lead 72andSunny through this next phase of maturity in this market.

Sheryn Small , our Lead Talent Partner, has an extensive network and engages with senior agency talent daily.

Sheryn says “My interviews are extensive, going beyond skills and really tapping into what the candidate is looking for in a role, what their values and drivers are.” Sheryn's dedication to know candidates on a deeper level, coupled with her understanding of the industry, ensures that each candidate presented for roles are a unique fit for the agency. When working with her network on this Search Assignment, it became obvious that Laura Popa was the “who” 72andSunny were looking for!

Laura’s long-term relationship with Sheryn is both as a candidate and client goes back to when Laura was an Account Director!

Laura says “I was looking for the opportunity to be a part of a culture that was people-first and partnering with brands to create progressive, modern and cut through creative. I'm passionate about building teams and culture whilst fostering diverse thinking, so it was important to find a role that allowed me to play a part in shaping the agency.”

We asked Laura, what stood out for her about the opportunity at 72andSunny; “Culture is so important within an agency, as well as how they partner with clients and the work that is produced out into the world. As a value-based business, 72andSunny’s momentum over the last few years has been driven from the inside out, founded on the belief that optimism and the power of creativity can solve our clients’ business problems. It's a unique opportunity to grow and shape 72andSunny's brand in Australia, and partner with modern brands both nationally and internationally.”

It was undoubtedly an ideal match from the beginning with Ross sharing “Laura has had an impressive and fundamental impact on our business, excelling at her role and far beyond. She's become a driving force in our company; she quickly formed close relationships with our team locally and globally; built strategic relationships with our client partners; levelled up her team with existing team members and new hires; introduced new processes and initiatives; played a key role in us exceeding our financial targets and forecasts; all whilst navigating growth and onboarding new client partners.”

Top Tips for Successful Onboarding

Wed, 27 Mar 2024 03:41:45 GMT

Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?Yikes! Talk about pressure to get it right. It’s like they say, you never get a second chance to make a first impression.

So let us help you stand out and set your employee up for success!

Onboarding starts before the start date

Let’s not make the mistake of thinking that once the contract is signed that the hardest part is over. What comes next is your chance to

shine!

1 week before the start date - get in touch with your new recruit to say you’re looking forward to having them join the team. Include where, when, and who to ask for when they arrive. If you don’t have this detail yet, let them know that someone will get in touch a few days before to set them at ease that it’s all organised and under control.
Develop a structured induction program and block time in diaries for those involved to ensure that all colleagues have this time allocated and can plan ahead.
1 day before the start date - send them a text message. A simple “Looking forward to seeing you tomorrow!” can help new starters feel welcome and will calm any first day jitters.
Ensure you have all tech ready to go, including computer passwords, logins, swipe cards etc. It’s a good idea to have IT on standby too as some sort of technical issue is bound to come up.

2. The first day

Ever started a new role and looked around to realise it’s a ghost town? Not a great look. Plan to have them start on a day where the majority of people are working from the office rather than from home - we know that culture is key for marketers, so make sure they experience it at its best from day 1. Energy and vibe play a big part in this.
Welcome pack. Include a “surprise and delight” when they first sit down at their desk. This could be a mixture of company branded items (like notebook and pens) to a handwritten card or note from them team welcoming them. You may also like to include some added details like the best places for lunch or coffee in the area. Think about your employer brand and tone of voice and what kind of welcome would best represent your style, after all, that’s what the candidate has bought into. I once started a new role and had 3 x coffee vouchers for the best café around the corner, it’s the little and thoughtful things that leave a lasting impression.
Assign them a buddy - usually a colleague in a similar role that they can shadow and ask any questions about process, systems or where the bathrooms are! The line manager may not always be available so having this person helps them feel welcomed, supported and part of a community from the get-go.

3. Employee retention

How you engage in the first few months is crucial to employee retention. Just as much as it’s time for the candidate to showcase why you hired them, it’s also time for you to deliver on what you discussed in the interview process too e.g. company culture, values, management style.
It’s important to set your employee up for success by setting time-bound expectations and objectives, ensuring you’re both on the same page. Breaking these down by month and structuring regular catch-ups to discuss feedback are a great way to have open conversations around performance. E.g. Expectations from months 1-3 vs 3-6.
In the first month, we recommend a daily more casual check-in for junior candidates and at least weekly for more senior candidates. Having these diarised, even if short meetings, are essential to allowing open discussion and ensuring everything in on track.

We know finding the right person for the role takes time, money and effort, so ensuring you have a solid onboarding process in place is a crucial element to a successful hire. By investing in a well thought out and purposeful process that reflects your employer brand, you are not only investing in your new employees but also in the long-term success of the company.

As your recruitment partner, we’re here to support onboarding new hires into your business to help you get the best outcome. Keen to chat on how we can do that for you? Reach out to one of our Talent Partners to discuss.

Dear Younger Me: Insightful Advice from Industry Experts

Wed, 15 Nov 2023 22:19:29 GMT

Earlier this month, iknowho put together and hosted an event for young people either looking to join the advertising industry, or further their advertising careers.

Over 50 attendees at the event, titled Dear Younger Me, were treated to an insightful and candid discussion from the panel of industry leaders ( Jasmin Bedir , Sophie Lander , and Rachel Lounds ) steered along by Young Bloods Co-Chair ( Charlotte Berry ).

If you weren’t able to attend, don't worry!

We have compiled the most valuable takeaways for you here. The advice they offered up to their younger selves is good advice for us all.

What qualifications do you need to start your career in advertising?

If you are looking to start your career in advertising don’t hang all your hopes on a degree. Going to university can broaden your network, give you life experience, and teach you the theory of advertising / marketing / communications.

But there are also other pathways into advertising, such as: starting as a receptionist as Rachel did, joining the production department as a trainee, attending a design college, or even doing an ACA short course.

“Personally, I never look for degrees in any of our people … I don’t have a formal university degree either” Jasmin Bedir.

Show your interest by asking questions about the business

Sophie Lander shared some questions anyone can ask at an agency job interview to show they are interested in the business & its' future.

Where do you see the business going in the next 12 months?
What capabilities is the agency looking to grow?
How did you find <high profile client project?
What other clients are you looking for ?

Overall our panel agreed they look for the following attributes in their teams:

Someone that really cares about the industry
Is interested & shows their interest in the agency by asking questions
Is a self starter / self motivated
Shows Resilience and cover recover / learn from mistakes

Confidence tips

Being in the creative industry, your work is constantly judged by subjective standards. None of us feel confident 100% of the time, and moments of self doubt are completely normal.

So Rachel Lounds, Confidence & Mindset Coach, shared some simple tips to help build confidence & resilience at work:

Put feedback into context rather than internalise it
Reframe those thoughts “I mightn’t be able to do it right now, but I’m smart enough to find out!”
Up to 70% of people experience imposter syndrome at some time, so talk about it
Just keep going - Confidence comes from taking action
Focus on progress over perfection

Another tip we loved from Charlotte Berry, was to “find one or 2 people that really believe in you & stick with them”. Borrowing the belief of a mentor is a real confidence boost, and one day you might pay it forward by being that person for someone else!

To wrap things up our panel shared the advice they would give to their younger selves.

“Ask more questions earlier on. If someone smarter than me was in a room, ask them how did they come to that decision” - Sophie Lander
“Work on believing in yourself. Ask for help, guidance, and a mentor” - Rachel Lounds
“Build a network. Make connections” - Jasmin Bedir
“Put up your hand for everything. Get involved!” - Charlotte Berry

We hope you found these tips and advice from industry experts helpful. If you are looking to take the next step in your agency or marketing career reach out to one of our specialist consultants today.

What junior marketers look for in a new job

Tue, 14 Nov 2023 08:35:37 GMT

I’ve recruited in the junior marketing space for the last two years, I have spoken to fresh graduates looking for their first job in marketing, junior marketers both in house and agency side looking for their next move and conducted just under 500 interviews in the last year alone.

Here are the common drivers for junior marketers:

1. Learning and growth: Junior marketers are like sponges. They want opportunities to learn and grow. Induction, training, mentors, buddies, KPI’s, feedback and career development plans. No, they don’t need these to be spoon fed to them, but the more you invest in them, the more likely they will succeed.

2. Great culture: I drilled in a little deeper into what this means for them; a supportive and collaborative environment, social events, work buddies and a good manager who is there when they need but not to micromanage them. Overall ‘good vibes’. Also worth noting, in our 2023 Marketers Survey, culture ranked the most important factor, over a range of ages, when candidates considered a new role.

3. Creative say: Junior marketers are the creative types. They love a job where they can throw their ideas around and help shape the creative outcome of their work.

4. Responsibility: They don't want to just be the work experience kid. They want some ownership and to take charge of their own projects but have the support when needed.

6. Money talks: Let's be real; they care about the cash. And in this cost-of-living crisis, can you blame them? And agree that money talks across most levels, but an extra $5k will usually be a determining factor to their decision making.

7. Titles matter: They are driven by titles as it’s validation that they’re good at what they do professionally, i.e., they’re on the way to ‘making it’. Sometimes this trumps salary.

8. Company values: Speaking to this younger generation, there’s a common theme which comes out stronger than the older generations currently in the work force. They care more about social causes and purpose driven work. They want their careers/their company to make a positive impact in this world. From sustainability to diversity and inclusion, this generation generally cares more.

9. Work-Life Flexibility: There’s two factors to this, hybrid working and work life balance. Firstly, hybrid working, this generation may have started their careers during covid, so working from home is the norm for them. Their ideal working situation is a hybrid, 3 in the office, 2 days from home, but the underlying message is even more important, their employers trust them. Secondly, work-life balance, junior marketers aren’t afraid of hard work and realise in this industry a set 9-5 doesn’t always apply. But I’d have to say this generation is far more courageous to walk away from a constant burn and churn environment than their more senior colleagues. Perhaps it’s because they consider and prioritise their mental health rather than a ‘push through it’ approach. They want a job that lets them juggle their work and personal life like a pro.

So, if you’re a hiring manager, looking to attract a junior addition to your team, or currently, a people leader wondering how best to retain your junior marketers, consider the above and see if you are offering this in your company.

iknowho is creating space for DE&I

Mon, 30 Oct 2023 01:31:59 GMT

In recent years it’s been great to see Diversity, Equity, & Inclusion (DE&I) initiatives gaining momentum and increasingly being used as a way for companies to attract and retain top talent.

DE&I initiatives include policies addressing discrimination, parental leave, mental health awareness & support, micro-aggressions in the workplace, the representation of women & minorities in management, as well as the experience & representation of those with disabilities.

So, what are some of the benefits your company can experience from engaging a diverse workforce?

Enhanced creativity, problem solving, and innovation
Relatable & effective campaigns: from increased understanding of target market nuances
Robust Decision Making: from examining issues from different points of view
Engaged employees: a sense of belonging fosters increased happiness & productivity
Employee attraction & retention

Though many large companies mention diversity as part of their business strategy, merely displaying a mix of faces in a team photo on their website's "About Us" page is not enough. In order to reap the full rewards of a diverse workforce, companies must fully embrace and prioritise diversity. 69% of respondents in our recent iknowho Annual Marketers Survey said they would turn down a job offer if the company did not support DE&I initiatives.

So, employers take note!

In 2021 the Ad Council of Australia (ACA) set up Create Space - a long term project to track & improve the diversity, equity, and inclusion of the advertising sector.

The 2021 Create space Census revealed some hard truths:

Women are underrepresented in senior roles despite being 60% of junior mid level workforce
While we are fairly diverse ethnically, diversity is not translating to inclusion - with far more experiences of discrimination and negative behaviour among those identifying as ethnic minorities
1 in 5 people are likely to leave the advertising industry due to discrimination or lack of inclusion.
Almost a third of our LGBTQI+ respondents choose not to disclose their orientation at work
Almost half of respondents experienced or witnessed incidents of micro aggression

Since then the ACA have: Identified six action areas, created a resource hub empowering agencies to improve in these areas, plus introduced agency accreditation, professional standards and a code of conduct.

Create Space is back on November 1 to measure how it feels to work in and around Australian advertising in 2023.

Has it got better? Has it got worse? What do you think?

Inclusion at work affects everyone, and we see huge value in supporting the ACA who are working with the industry on taking action, sharing resources, as well as providing education and support.

We’ve blocked out 15 mins in our diaries to complete the census with our morning coffee on Wednesday & we urge you to do the same.

Click here to participate, and support this journey toward a more diverse & inclusive future for our industry.

#CreateSpaceAustralia #diversityandinclusion

How to: Ask for a pay rise

kristina@iknowho.com.au (Kristina Gerdov) — Mon, 09 Oct 2023 03:54:40 GMT

Salary negotiation can be intimidating, but it doesn’t have to be.
With the right approach and some prep work, you can achieve the best possible result.

iknowho Lead Talent consultant, Sheryn Small says “asking your boss for a pay rise is no different to pitching an idea to your client. Do your research. Know your audience. Come armed with facts. Get your timing right, keep it tight and leave your emotions at the door.”

Based on our annual Marketers Survey (2023) 53% of respondents received a pay increase in the last year and from those that didn’t, 72% said they were open to looking for a new role. So, we’re here to help prepare you to have that sometimes tricky conversation with some simple tips in order to potentially avoid having to jump ship:

1. Know Your Worth
Before entering any salary negotiation, it's crucial to have a clear understanding of your skills, expertise, and what sets you apart from your colleagues. Ask yourself:

· What are my unique skills and strengths?

· What accomplishments or projects have I successfully completed?

· How have I added value to my current or previous employers?

The key is not focusing on your desire to have more money but rather on your value and contribution.

2. Gather Supporting Evidence
In any negotiation, information is power. To make a strong case for the salary you want, round up some solid facts and figures to back it up.

Create a business case with your accomplishments, highlight instances where your contributions led to increased revenue, cost savings, or improved processes. You need to go beyond how you’re delivering on your current KPI’s, it’s about showing how you’re delivering above and beyond.

iknowho GM Kahli Fenn says, “I encourage candidates to keep track of their achievements throughout the year. You might like to create a folder in your inbox of those moments where you know you have performed well. It might be that great piece of feedback you had from a client or some fantastic results delivered on a campaign. It’s easy to forget all those wins but if you file them away, it can be helpful when it comes time to have the conversation.”

3. Research Market Guides
To ensure your salary expectations are realistic and in line with industry standards, research market guides and salary surveys . These resources provide valuable insights into the typical packages for your role and experience level.

Having this information, you can confidently negotiate a salary that aligns with not only your skill but market rates as well.

4. Practice makes perfect
Be prepared to articulate your case clearly and professionally. Consider the following communication tips:

· Practice in advance.

· Be confident and assertive but not confrontational.

· If you don’t get the response you’re looking for initially, ask for some time to think it over, don’t feel the pressure to leave the
conversation there.

· Listen actively to the responses and be open to compromise.

Which leads us to our next point…

5. Be Open to Non-Salary Benefits
While a higher salary is often the primary focus, don't overlook other benefits that can make your overall situation better. These may include flexible work arrangements, additional annual leave days, development opportunities, bonuses. Be open and prepared to discuss these aspects as well.

6. Timing Matters

Picking the right time to talk salary changes can really make a difference. Ideally, initiate these conversations during performance reviews, when you're receiving a new job offer, or when you're taking on more responsibilities.

Ask for time in your managers diary outside of your standard catch ups, letting them know that you’d like a meeting to discuss your performance and contribution to the team. This gives your manager the opportunity to not be caught off guard and enter into the conversation in the right headspace.

Bec Godkin our Senior Talent Consultant also encourages "Being prepared is critical, success is in the detail. Approach the conversation armed with evidence-based examples of your contribution. Demonstrating your direct involvement highlights and reinforces your dedication"

Salary discussions need not be intimidating, but rather a persuasive pitch, armed with facts and confidence.

Get in touch with your iknowho consultant if you’d like more tailored advice to your situation, we’re here to help.

Click here to download the latest Salary Guide for the Marketing World.

How to: Resign well

Wed, 16 Aug 2023 01:29:30 GMT

Resigning from a job can be a daunting experience, but it's a crucial moment that can define how your professional legacy will be remembered. While your achievements during your tenure matter, it's often how you leave a business that lingers in the minds of your managers and colleagues.

When and where

Timing is everything when it comes to resigning. Seek an appropriate time to schedule a meeting in a private space where you can have an uninterrupted conversation with your manager to discuss your decision to allow you to have an open and honest discussion.

Resign in person

In the digital age, it might be tempting to resign via email, but face-to-face communication is crucial in this situation, and where possible in person is best. By resigning face-to-face, you convey that you value your time at the company and that your decision is not one made lightly.

Be open and honest

When you resign, be honest about your reasons for moving on without being overly critical of the company or your colleagues. Focus on the positive aspects of your experience and express gratitude for the opportunities you had. It's natural to have reasons for leaving, whether it's career growth, better work-life balance, or seeking new challenges. Share these reasons candidly but respectfully to maintain a good relationship with your manager and colleagues.

Notice period

Giving sufficient notice before your departure is a mark of professionalism. The standard notice period is typically four weeks, but consider providing more time if you have a critical role or if your projects require a smooth transition. Your willingness to help during the transition period will be appreciated and remembered by your manager and team.

Support during your resignation period

As you prepare to leave, offer your assistance in training your replacement or helping your team to take over your projects. This gesture demonstrates your commitment to the company's success even as you depart. Document your work processes, share important contacts, and be available for questions during your notice period. By being cooperative, you'll leave a positive impact on your manager and colleagues.

Finish well

The period after resigning can be challenging, but it's essential to remain focused and professional until your last day. Avoid becoming disengaged or neglecting your responsibilities. Finish strong, complete pending tasks, and tie up any loose ends. Your dedication and commitment to the job until the very end will be remembered by your manager and leave a lasting impression.

When it's time to say goodbye to a job, how you resign can shape how you'll be remembered by your manager and colleagues. By following these tips, you'll not only leave a lasting positive impression but also maintain valuable professional connections for the future. Remember, the way you leave a business can be just as important as what you achieved during your time there.

Do your career a favour: Leave well and create an opportunity to bounce back in the future - you never know when your paths might cross again!

How to: Write a Marketing Job Description

Thu, 03 Aug 2023 00:54:27 GMT

A good job description is both a tool for attracting qualified job applicants, and also for evaluating them through the interview process. Writing one can seem like a daunting task … but it needn’t be.

Putting your marketing hat on, a Job Description is like a brief you might write for one of your agencies, only in this instance you are briefing job seekers. It’s important to know who your ideal candidate is. They are your target market for this communication.

Use the structure outlined below to build a job description that will appeal to job seekers, allowing them to see how and where they would fit within your company & marketing team.

Role Title

Keep it simple. Use role titles which are common in the market so candidates can quickly understand what the role is, and if their skills are suitable.
Using quirky job titles can be confusing, ending in candidates overlooking a role, or applying for the wrong roles.

Company Overview

This is a great place to inject the brand personality into the job description through tone of voice and writing style (formal, playful, energetic, etc).
It’s also the place to outline company values if they are central to the business.
Keep it to 2-3 paragraphs outlining who the company mission, and it’s products / operations.

Job Purpose

Why does this position exist?
How does it make a difference or help the marketing team / company move towards its goals?
Understanding the job purpose is particularly important for Gen Z, so this is definitely something to keep in mind if your ideal candidate falls into this demographic.

Team Structure

Outline the structure of the marketing team and where the role fits.
Who do they report to? Who will they work closely with?
Do they have team management responsibilities?
Outline key working relationships with other departments.

Responsibilities / Duties

Although it can be tempting to include every single task this position might do, try to keep this section to 10 bullet points for junior marketers & 15 bullet for mid to senior positions.
Use engaging verbs (eg. Initiates, executes, leads, coordinates, adapts, reports, advises) so that candidates can imagine themselves doing these actions.
List duties in order of their importance and/or frequency in which they are performed.
Include explanatory phrases which tell why, how, where, or how often tasks and duties are performed.
Focus on the outcome of tasks.
Reference areas of decision-making and where approval is required
Describe the level and type of budgetary or financial responsibility
If less than 5% of the time will spent on a particular task, either combine it with another smaller task, or leave it out.

Skills & Experience Required

Focus on skills & experience rather than a specific number of years. Try not to be too prescriptive.
Think about “must haves” versus “nice to haves”
Do they really need a degree? e.g. Degree qualification in Marketing or relevant industry experience
Are you open to candidates with similar experience eg. Experience with Hubspot or similar
List skills & experience in terms that are commonly used, so candidates can effectively understand if they meet your selection criteria
Try to keep this section to around 10 bullet points

Benefits

What’s in it for them?

To present benefits in a relevant & attractive way to candidates, outline how each perk will benefit them. Eg. Hybrid Working: Avoid the grind of the daily commute and gain valuable hours in your week by working from home on Tuesdays, Thursdays, and Fridays.

Like with any marketing brief - the more time / thought you put into it upfront, the better the result!

If you are looking for help finding the best marketers to join your team or just want to chat about industry trends and the job market at the moment, don’t hesitate to get in touch with our specialist marketing recruitment team.

Onsite, Hybrid, Remote – Nurturing Your Early Career

Wed, 12 Jul 2023 06:01:30 GMT

So, you have landed the job. Great!

Onsite, hybrid, remote - a ‘choose your own adventure' working model is offered.
Freedom, flexibility, and choice - what more could you want? But if you are in the early stages of your marketing career, do not underestimate the value of working more traditionally onsite if it is offered.

Let’s look at the Pro’s:

Exposure & Opportunity

Collaboration - learning through listening and shared experience - the exchange of ideas.
Access up-line support for troubleshooting, knowledge gaps and mentoring.
Engage in both critical & informal conversations about projects and opportunities.
Build ‘in person’ rapport and foster company-wide working relationships.
Accessibility to company resources, infrastructure, and dedicated IT.
Greater exposure to the brain's trust - inspirational leaders and key stakeholders.

Motivation & Morale

Creative environment - a functional co-working space conducive to learning and growth.
Dedicated support is on hand, the team can recognise and act on what you need.
Visibility - leaders can cultivate organic learning experiences & nurture your potential.
Productivity and focus - clear direction and momentum within a cohesive environment.
Differentiate between your home and place of work - clearer boundaries for work/play.

Culture & Connection

Human energy - the buzz. Physically experience the power of people and culture.
Forge new connections, build your network - visibility sparks inclusion & new conversations.
Solidify social skills and etiquette in a corporate environment.
Diversify your community, this can be lacking in an insular ‘at home’ environment.
Feel part of the greater team - unite in common goals and a shared vision.

As talent experts in the marketing arena, we believe the rich, foundational experience gained in a more traditional onsite workplace could be what sets you apart throughout your career. With over 15 years Marketing Recruitment under our belts, we are here to guide you through the decision-making process.

Moving forward after redundancy: Our tips to get back on track

Wed, 12 Jul 2023 05:57:19 GMT

Being made redundant can feel like a significant blow. Loss of income, daily routine, self esteem, even identity can significantly impact your mental health. So with that in mind we’ve prepared some simple tips to get you back on track if you find yourself in this situation.

1.First, take care of yourself. It's okay to feel upset, frustrated, or uncertain about the future. Allow yourself time to process your emotions. Once you've had a chance to reflect, it's time to focus on the future. Most redundancies are not personal, so focus on shifting your perspective and see this as an opportunity for career growth.

2. Approach your former managers and ask them to be referees. It’s also a great help if they will write you a recommendation on LinkedIn, or provide a written reference (or both). Having these on hand to share with potential employers will really help support your job search.

3. Get crystal clear about what you want to do next. What are the must haves vs nice to haves in a new role? What sort of company do you want to work for? Is location important to you? What elements of your previous role did you love? What skills to you have? What are your strengths? If you’re not sure where to start, reach out to former colleagues / managers and ask them what they think your strengths are. This is also a great confidence booster ��

4. Update your CV & LinkedIn profile. If you were in a permanent role the chances are your CV isn’t up to date. Reflect on your recent achievements and identify your strengths so you can showcase these. Be specific. Include facts & figures where possible. Click here for more CV tips.

5. Reach out to your network directly, or through LinkedIn and let them know what you are looking for. This includes former colleagues you’d like to work with again, people you know at companies you’d like to work for, friends, relatives, friends of friends. Follow up any invitations, accept coffee chats, you never know where they may lead you. Set up job alerts on LinkedIn, and directly with companies that appeal to you.

6. Connect with recruiters who specialise in your area of expertise. Finding yourself unexpectedly back in the job market can feel overwhelming. Along with CV & interview tips, recruiters can introduce you to relevant contacts, and are often briefed on roles which have not been advertised yet - often giving you exclusive access to these roles.

7. Be proactive and focused on your job search. Set aside a few hours each day to take specific action such as applying for jobs, researching companies of interest, growing your network, chatting to recruiters who might be able to help.

Adopting a positive attitude can make all the difference when it comes to finding a new job. Remember, you are not defined by your redundancy, and there are plenty of opportunities out there.

If redundancy has affected you, reach out to one of our specialist consultants for a confidential chat.

We’d love to hear from you!

Visa Updates - FY23

kristina@iknowho.com.au (Kristina Gerdov) — Thu, 11 May 2023 05:14:29 GMT

Visa requirements are constantly changing and now the new financial year will bring some more updates to WHV visa conditions and the minimum salary level for sponsored candidates.

This will affect many of the corporate clients, creative agencies & UK Working Holiday Markers we work with.

So, here’s what you need to know:

Increased Salary Threshold for Sponsorship

From 1 ^st July 2023 the minimum salary for sponsored candidates will increase from $59,550 inc super to $77,700 inc super.

Sponsorship is only an option for candidates with a minimum of 2 years industry experience . An average AM or Marketing Executive salary is currently sitting between $70 - $90k inc. Therefore, this shouldn’t have a significant impact on corporates or creative agencies.

For more information on our current salary indications, you can download our salary guide here .

WHV – 6-month limit for working with the same employer

From 1st July 2023 WHV (subclass 417 & 462) holders will only be able to work for the same employer for a maximum of 6 months.

This is nothing new, simply a return to pre-covid rules.

With more WHV holders arriving and budgets tightening, we anticipate a return to a more buoyant freelance market as the year progresses.

Other changes in the pipeline for UK Passport Holders

The new Free Trade Agreement negotiated between Australia and the UK outlines amendments to Working Holiday Visas for UK candidates including:

The age limit for applying for Working Holiday Visas to Australia is set to increase from 30 to 35 years.
Working holiday makers will be able to extend their WHVs for 2 additional years – giving them 3 years in total.
Requirement for 3 months farm work to extend WHVs will be scrapped.

Although the agreement will be signed on 31 ^st May, these changes could take up to 2 years to come into effect.

If you are a hiring manager with questions about how these changes will affect your business, or a candidate wondering what they mean to you, make sure you seek advice from a registered migration agent.

Sources:

https://www.homeaffairs.gov.au/news-media/archive/article?itemId=1057

https://www.abc.net.au/news/2023-05-05/australia-uk-free-trade-deal-complete-takes-effect-within-weeks/102306654

https://www.dmamigration.com.au/

How to get the most out of your recruiter when hiring

kristina@iknowho.com.au (Kristina Gerdov) — Thu, 20 Apr 2023 02:51:49 GMT

The demand for talent is high – that’s no surprise as there are constant reminders of our candidate driven market right now.

Our consultants are still filling over 70% of roles through our database, referrals, or head hunting . We are finding top quality candidates are not actively looking however many candidates are still open to seeing what else is out there.

Our senior Talent Consultant, Rachel gives us her top tips on how to get the best out of your talent partner aka recruiter:

HAVE CLARITY AND FOCUS ON RETENTION

Before you begin hiring, work out what it is you want from this person.
Where is the gap? Is it newly created or a replacement? If it’s a replacement, can you make amendments to the existing team? Are there any existing members of the team who are ready for more responsibility or are looking to step up? Retain, retain, retain! It’s more cost effective.

WRITE A SOLID JD

The trick is to make this concise enough not to bombard people with granular information but detailed enough to give a decent outline of the role, company and expectations.

You want to split this into 4 easy sections:

Company / Role / Key Responsibilities / Skills and Knowledge Required

Know your audience. If the role is for a grad, then don’t fill it with jargon and acronyms they won’t understand. If the role is for a director, don’t tell them they will need to know how to use Outlook. Be clear on the mandatory skills required and what is more of a nice to have.

This is your time to shine. Candidates are reading multiple JD’s. Make yours stand out. Don’t be afraid to be quirky. Inject your EVP’s into the way it’s written. Once you’ve done it, read it back. If you wouldn’t have wanted the job earlier on in your career, then write it again.

Feeling stuck? Reach out to your iknowho consultant for support. Here’s a guide to writing a marketing Manager JD .

IT’S NOT ALL ABOUT THE MONEY BUT…AT LEAST PAY MARKET RATE

Salaries are becoming more competitive than ever. Not all companies can pay over market rate which is fine, but what else can you offer? It’s all about the package.

What are your benefits? This doesn’t include Friday drinks. Not everyone wants to go for Friday drinks, but everyone likes bonuses. And if you can’t afford to pay out monetary bonuses then think outside the box. Can you increase annual leave? Can you offer mental health days? Can you provide training courses?

Check out our latest Salary and Market Insights Guide for current market rates and the latest insights on what marketing candidates value most and how they like to be rewarded.

CV’s

When presented with a CV, try to respond as quickly as possible. With such a job heavy market, time is of the essence. And go in with an open mind, not every candidate will tick every box on paper but if they have most skills, around 80%, then give them a go.

THE INTERVIEW

This is a 2-way experience. Yes, the candidate needs to go in prepared. They need to show you why they are good for the role and what relevant experience they have. They need to impress you. But guess what, you need to impress them too! Tell them the best things about working there, what is most appealing about the role? Why are you great to work with?

It’s also important not to drag out the process. Most hiring processes only need to be 2 stages and they need to be arranged quickly. And remember, especially with junior candidates, their fit and work ethic is just as important, if not more important, than their skill set. Look at their potential. Are they enthusiastic and eager to learn? That is something you cannot teach. Today’s junior talent is tomorrow’s future.

THE DECISION

Once again, a candidate heavy market is time poor. So don’t take too long to decide. Provide constructive feedback in a timely manner. And if you find someone you really like, now is not the time to ask for more candidates. Gone are the days when you will be provided with extensive shortlists. If you don’t offer quickly, someone else will!

AND FINALLY…

A messy and drawn-out recruitment process is a red flag.

A streamlined and respectful process is indicative of a well-run and progressive company. Be mindful of your interactions. Candidates might not remember what you said but they will remember how you made them feel. You are your reputation. So, give them a positive experience because even if they aren’t right, they might know someone who is.

We hope these tips have been helpful. Get in touch with our team if you want to chat more about the current market or if you're looking for agency or client-side talent we'd love to chat to you!

2022 - 2023 Market Insights

Wed, 01 Mar 2023 23:01:40 GMT

It’s no secret that the world is moving at an incredible pace. From the global pandemic to the rising cost of living, we continue to see economic drivers impacting our industry and we’re here to keep you updated on the current trends in the market and how you can remain competitive at attracting and retaining top talent.

APPLICATIONS ARE UP, QUALITY IS DOWN

Average applications per job has increased by 28.4 % across Australia from Q4 2021 vs. Q4 2022.*

Whilst that stat may seem positive initially, unfortunately the quality of candidates suitable for the role is not as high and we may be seeing the impact of panic applying from the large number of redundancies that have been occurring across the market.

Our consultants are still filling over 50% of roles through our database, referrals, or head hunting. We are finding top quality candidates are not actively looking however many candidates are open to seeing what else is out there. In addition there is an increase in applicants coming from overseas since the borders re-opened - though again the quality is poor.

For those top quality candidates that are looking, they’re spoilt for choice with options and it’s more important than ever to:

Present your brand in the best light throughout the interview process
Educate your hiring managers that the interview is a two-way street
Think about why this candidate should choose to work for your company over another?
Keep your interview process as short and streamlined as possible to avoid missing out on quality candidates to companies who can be more agile in their decision making. Keeping candidates ‘warm’ is not a strategy that can work in this candidate short market.

SALARIES VS. CULTURE & BENEFITS

The talent shortage has led to an increase in salaries which has made securing top talent even more challenging but did you know 2 out of 3 job seekers rate company culture more important than salary? * Being able to express your company culture beyond a surface level response can help candidates picture the workplace and give them a feeling of wanting to be a part of it.

Your company culture can also be supported by the type of benefits you offer and these perks are a significant factor in determining whether a candidate will accept a new role. Benefits and Perks which may have captured employee attention years ago (like in-house gyms and free breakfast) may not hold the same weight now as many are now looking for benefits that demonstrate the company’s empathy and commitment to employee wellbeing.

Candidates place the highest value on benefits that are relatively low-cost to employers.

According to Seek Industry Spotlights, specifically to Marketing & Communications candidates; work-life balance is their second-greatest priority (after salary). The culture of a workplace is also highly valued by marketing & communications candidates and is ranked number three on the list of key drivers of attractions.

We encourage you to think about what benefits you currently offer candidates and what they might be saying about your company culture and compare these to your competitors. Being competitive with your salary offering is important but how you communicate your culture and benefits holds equal weight.

WHERE TO NOW FOR FLEXIBLE WORKING?

We know that flexible working is still if not the most, important aspect of a new job to candidates - with Indeed reporting searches for jobs “not fully tied to work sites” continuing to command much higher shares than those where no flexibility is offered*.

Amongst our clients, we are seeing a hybrid model (3/2) being the most common structure and one that candidates seem the most attracted to. We predict more companies will start to set core office days in an attempt to boost a sense of community and boost co culture.

Across our talent pool we are hearing that work flexibility is the key and most common deciding factor when it comes to candidates picking roles. In situations where they have two offers and even when it comes to the applying process. Candidates will almost always prefer and prioritise roles that offer flexible working.

Whether you can or can’t offer remote working, employers can remain competitive in the market if they offer candidates ownership over their hours. Being creative and flexible in approach to this is of high value to candidates e.g. 5 day week across 4 days.

We hope these insights have been helpful. Get in touch with our team if you want to chat more about the current market or if you're looking for agency or client-side talent we'd love to chat to you!

Help! I can’t decide which job to accept

Mon, 05 Dec 2022 04:25:50 GMT

Let's say you've been offered jobs by two companies. Both jobs offer appealing career prospects and great working conditions however you are finding it hard to make a decision.

My favourite tip on this topic is to picture both on your CV – which will open doors, and which may limit your options down the track? Leave ego aside, as sometimes decisions can be swayed by big brands or cool offices.

When considering an offer, ask yourself the following:

Career Development

Career development opportunities? What opportunities are there for promotion, global transfer, development and training, attending conferences?
Is further study encouraged and supported through study leave provisions or subsidised fees?
What is the next step after each job? Is there one?

People and Culture

How well will you be able to relate to your manager and colleagues?
Will you have a mentor or is there an internal mentoring program?
Will you enjoy the workplace culture? Is it individualistic or team-based, structured or disorganised, competitive or cooperative?
What are the company values? And are they aligned with yours?
What are the provisions for taking leave, flexible work hours, working from home and time off?

Package and bonuses

Apart from your base salary and superannuation are there other benefits or incentives?

Like a good game of golf, always make a move knowing where you want the ball to land for your next shot! Or if you’re still in doubt reach out to me – over my many years recruiting I’ve helped 100’s of marketers make the right choice by challenging their thinking.

Candidates want 3 things…do you offer all 3?

Fri, 28 Oct 2022 05:03:45 GMT

This is simple.

I speak to candidates all day every day and I can tell you it’s 3 things.

Candidates want a positive culture, flexibility, and progression…in that order.

Culture
Gone are the days when employees will put up with bad bosses and toxic cultures. We work to live, and we want work to be an enjoyable and fulfilling part of our lives. How can you demonstrate your culture in the job ads and interviews?
Flexibility
Employees want to feel trusted. If it is not necessary for them to be in the office every single day, then why make them? Hybrid working is no longer a benefit, it’s an expectation. And do they really need to be at their desk by 8:30 am every morning? Focus on output and not hours worked. Be sure to add the flexibility options that your company can provide in your job ads
Progression
Candidates want to feel like they are working towards something. And it’s not enough just to say there is progression. What does that look like and what is the plan and realistic timeframe. Tell them in the interview about others who’ve been promoted internally.

Do you have all 3? If you do, be sure to sell them and if you don’t maybe it’s time to review your EVP to make it more enticing.

In my role, I chat to over 20 marketers every week in detail and if I’m not able to tangibly demonstrate these qualities align with the roles and companies we are discussing, they are not interested. We want to ensure the iknowho brand is in line with these requirements and as such, we’ve recently ceased recruiting for companies who don’t offer flexible working arrangements. We believe, at iknowho we can play a role to improve working conditions within the industry.

Get in touch with either myself or someone from our team if you want to chat more and reach out if we can help you with sourcing great candidates for your roles.

Rachel Hart - rachel@iknowho.com.au

Dene Gambotto - dene@iknowho.com.au

Hiring insights: What's happening in the Australian recruitment market in the Marketing and Advertising industries?

Tue, 01 Mar 2022 04:39:23 GMT

What's happening in the Australian recruitment market in the Marketing and Advertising industries?
Our consultants are busier than ever working on an all-time high number of new briefs. Strong candidates are being snapped up quickly so unless agencies and companies can move candidates through the recruitment process relatively quickly, they’re missing out. The biggest challenge is that the market for talent has never been tighter, so roles are taking longer to fill, and hiring managers are faced with far less choice.

The contract or freelance market does not exist due to the lack of international candidates here to make that market possible. Counteroffers are common, salaries are on the up and teams are finding themselves under-resourced.

Why is there a talent shortage?
One of the key visas we rely upon in Australia for talent is the Working Holiday Maker program, with granted visa numbers down by 98% in FY 20/21 compared to the previous FY 19/20. The good news though is that in the first half of FY 21/22 we have seen a huge increase of 4194% granted visas!

However, there is an issue that although the visas are being granted, many of those visa holders haven’t yet moved to Australia due to hesitancy after our recent outbreak and lockdowns. In fact, between November 2021 and March 2022 only 5,600 WHM visa holders have arrived in Australia and there is an estimated 25,500 WHM visa holders currently granted that haven’t arrived yet.

Worth noting is that 32% of our roles in 2019 were filled by overseas talent - with close to zero in 2020 and 2021, but with border restrictions changing and WHM visa numbers increasing, we are expecting to see an increase in available talent this year.

Working Holiday Maker visas granted
FY 19/20 - 35% decrease from previous FY
FY 20/21 - 98% decrease from previous FY
Half FY 21/22 - 4194% increase from same period July 2020 – Dec 2020 (only 348 WHM visas granted in that period)

It's a candidate short market
A common misperception is that COVID-19 has meant there are lots of people unemployed looking for jobs, when in fact, most agencies and businesses didn’t make any redundancies, they simply reduced their employee’s days or hours, which have now reverted back to full time. They also did not hire junior talent and graduates throughout 2020 and 2021.

Applications per job ad are down
Job applications are a good gauge for the candidate market, indicating how many people are looking for or wanting to move jobs. In our 14 years trading we’ve never seen the average applications per job ad so low.

The desire to change roles for candidates is low as many have found that with the new flexible working arrangements, they are enjoying their role more. Candidates are also communicating that job security is important to them.

Our top tips for hiring managers

• Be quick! Don't delay in your turnaround times for booking interviews, giving feedback and making offers. Good candidates are looking at multiple roles, don’t let good talent get away.
• Be ready to increase your budget – we’re seeing salaries being offered up to 5-15% above market rates since the start of the year.
• We know Zoom is convenient, but it's time to get back to face to face interviews where possible. Candidates want to go into the office and get a feel for the agency or business.
• Retain your talent, do not gamble with going to market unless you absolutely must i.e. maternity or travel cover.
• Be flexible and think outside the box. Could your contract role be a permanent role? Can you offer flexibility in hours or options to work from home?
• If you’re working with a recruiter, give them a comprehensive brief. The more information they have to excite the candidate about the role and company the better chance you’ll have of securing the best talent.
• Wherever possible make it a permanent hire! Available freelancers are virtually non- existent so if there is any way to make your role permanent do so.

Get in touch with our team if you want to chat more about the current market, and reach out if we can help you with sourcing great candidates for your roles.

Our Agency Talent Consultant team
Senior agency roles - Sheryn Small sheryn@iknowho.com.au
Mid-level agency roles - Heidi Bennett heidi@iknowho.com.au
Junior to mid-level agency roles - Riza Karis riza@iknowho.com.au

Our Client-side Marketing Talent Consultant team
Senior client-side roles - Sheryn Small sheryn@iknowho.com.au
Junior to mid-level client-side roles - Rachel Hart rachel@iknowho.com.au

Sources:

https://www.abs.gov.au/statistics/people/population/migration-australia
https://data.gov.au/data/dataset/visa-working-holiday-maker

How to resign from your job without burning bridges

Tue, 22 Feb 2022 06:29:46 GMT

Resigning from your job can be daunting, but nearly all of us must do it at some point in our career so we’ve come up with some easy-to-follow steps to help you quit while keeping things positive!

Making sure you resign on good terms is important, especially if you work in a small industry, to make sure you don’t tarnish your reputation (people talk!), and so that you can count on your manager for the all-important references you might need for your future job searches.

First things first, are you sure? Or are you being impulsive?

If this is a carefully considered decision, then go straight to number 1.

However, if you aren’t sure about quitting, take a step back and think. If you are generally happy in your role, but there are just one or two things that are bothering you, have you taken steps to see if these can be remedied? If you think you deserve a pay rise, have you asked? If you feel like you are not progressing, have you voiced this to your manager and made it clear you would like more responsibility? So do consider if you would like to explore potential options in your current role first.

1. Tell your manager in person that you’re resigning

Set up a face-to-face or Zoom meeting with your manager or your HR representative so you have a quiet and private place for your conversation.

Most people who experience anxiety about resigning are apprehensive about letting people down and the confrontational element. Preparation is key here so practice beforehand what you’re going to say – do you already have another job lined up or why are you leaving? Try to pre-empt any caveats.

If you have another offer, is it possible that your current company will counter offer you? If so, what will you do?

It’s always nice to share something positive about your time there if you enjoyed working at the business. If you don’t have any good things to share, then this isn’t the time to complain or say negative things – keep this meeting professional.

Make sure to check your contract for your notice period before this so you are aware of when your last day will be, especially if you’ve accepted another role.

2. Write an official resignation letter

You should have already prepared a formal resignation letter to hand to your manager either at the end of your meeting, or shortly after. This is an official document, ask them if they’re ok with a soft copy emailed to them, or if they require you to print a copy and sign it for them to keep on file.

What should you include in your formal resignation letter?
1. Your intention to resign from your role
2. Key dates – the start and finish dates of your notice period, clearly stating when your last day will be
3. Why you are leaving (not compulsory but nice to share if you want to)
4. A few words of appreciation for the role, include some positives if you did enjoy your time there
5. A thank you to your manager – again only if you really mean it!
6. Add the date, your name and your signature

Now is still not the time to air your grievousness with the role if you have any – keep your resignation letter short, to the point, add a personal note if appropriate, and leave your more detailed feedback for your exit interview.

3. Prepare for your exit interview

Remember this is your time to be honest, but you also need to think about what could negatively impact your reputation that isn’t helpful to share – will your feedback mean any positive changes to the business, your colleagues or for the next person in your role?

Whilst it’s important to let the company know of any issues that they may not be aware of, try to keep feedback constructive. What you liked, what you didn’t like and any areas you think they could improve on in the business for a happier employee experience. Of course, it’s good to give honest feedback, but try to keep it diplomatic.

4. If you’re working out your notice period... don’t slack off!

This is probably where a lot of people can easily burn their bridges, they resign and then either slow down or completely stop working despite their agreement to work their notice period. If you’re expected to work up until the last day, then that is exactly what you should be doing!

If you have a handover with a colleague or a new hire, make sure you put in the time and effort needed to explain all your responsibilities and aspects of your role, how to use any systems and where to go if they have questions after you’ve left. Setting them up for success will reflect your character and can only help in the long term.

5. Time to say goodbye to your colleagues

It’s nice to say goodbye properly, whether that be by email, phone call, or a farewell get together.

We spend so much time with colleagues and often build strong relationships, you never know when that could help in your career. Especially if you’re in a small industry where for a lot of people future work could come from the relationships they have formed at previous jobs.

6. Ask for recommendations

Don’t forget to reach out to your managers, colleagues, and clients/suppliers (if appropriate) for recommendations as soon as you finish up your role when it’s still fresh in their minds. An easy way to do this is to use the LinkedIn recommendations feature.

And that’s how you leave a job on good terms!

Resigning from a role can be daunting but going into it prepared with a thought-out plan, a professional letter of resignation, and a positive attitude can ensure it’s a smooth transition for everyone involved.

If you've resigned from your role but still looking for a new job, we have some helpful advice for you on How to write a resume that stands out and also recommend you check out our Top 5 tips for nailing your next video job interview.

As always, please reach out to our Talent Consultants for updates on the market, help with your job search or just some general recruitment advice.

Our Client-side Marketing Talent Consultant team
Senior client-side roles - Sheryn Small sheryn@iknowho.com.au
Junior to mid-level client-side roles - Rachel Hart rachel@iknowho.com.au

Thinking of moving to Australia? Here is what you need to know

Wed, 02 Feb 2022 16:33:00 GMT

Rachel Hart is a Senior Talent Consultant in our Client-side Marketing Recruitment team. Rachel shares her own experience having moved to Australia and her advice for those thinking about making the move from the UK to Australia.

1. Why did you decide to move to Australia?

Ever since I was young, I had always wanted to live overseas but it seemed like such a big move and never the right time. As I got older, I found myself travelling abroad so often with friends and for work that I decided to take the plunge and do it. I was keen to travel somewhere English speaking as I felt this would make the transition easier, especially as being English, Australia is about as far away as you can get! I had heard great things about Sydney, and I just knew that it was one of those things I would regret not doing. I figured if I hated it, I could just go home.

2. What did you need to prepare before the move?

First things first, I had to get a visa. I did some research and found I was eligible for the Working Holiday Visa and applied through the government website. It was really easy to do and I was lucky to have the visa granted within a couple of days. Once the visa came through, things started to feel more real! I booked my flight, resigned from my job, updated my CV and arranged to say goodbye to family and friends. I also did research on accommodation, finances and employment so I knew what to expect.

3. What did you do when you arrived?

During my first couple of weeks, I tried to be as productive as I could to ensure everything was set up. I found somewhere to live through a shared accommodation website, went to the bank to open an account, applied for a Tax File Number, registered with recruitment agencies, got an Australian mobile number and applied for my Medicare card. I’m quite an organised person and ticking things off really helped me relax.

4. Did you get homesick?

Yes – and the time difference makes it hard, however, with today’s technology, it is so easy to keep in contact with people. I made regular calls to friends and family and shared photos and videos of what I was doing. I also had some friends come out and visit me which was lovely. Within weeks I felt really settled. Even though I am quite shy, I found it very easy to make friends. Australians are generally very friendly by nature and you will also find lots of ex-pats who are in the same situation as you and it helps you to bond.

5. How did you find a job in Australia?

Finding work was really easy. I sent out my CV to a few recruitment agencies and they were all so helpful. I found a job within 2 weeks and working helped me meet people and find a circle of friends. As I wanted to travel, I did a lot of short contracts and then took breaks between each one. Remember, you don’t have to work in hospitality like a lot of people assume, there are lots of corporate roles available. I didn’t go to Australia to advance my career but I actually ended up getting a lot of really valuable experience.

6. How did work life in Australia compare to the UK?

From my experience, Australians have a great work life balance and they work smart. I found that the companies really took into consideration of employees’ mental health and would ensure that people were being productive but also taking care of themselves. I remember being encouraged to take a full lunch and leave on time. I found the majority of places I worked had a positive culture where I felt part of the team, even though I was just temping.

7. What advice do you have for anyone considering a move to Australia?

Just do it! As humans, I believe that we thrive most when we are out of our comfort zones as it pushes you to dig deep and succeed. Ensure you do plenty of research before you go and get organised so that you know exactly what you need to prepare on arrival.

Make sure you have enough savings, Australia is expensive and although jobs pay well (the minimum wage is considerably higher than most countries), you want to ensure that you can feel comfortable financially until you find a job. Remember that Australia gets cold! The summer is hot but Australia is seasonal so if you are coming out in winter, you will need warm clothes.

Put yourself out there, introduce yourself to people and get involved in things. Moving to Australia was the best decision I ever made - I liked it so much that I returned to live here for good!

If you’re interested in moving to Australia and have any questions I could help you with, please reach out anytime for a chat: rachel@iknowho.com.au

Handy information for you when making the move to Australia on a visa

Finding the right visa for you

Start by exploring your visa options on the Australian Immigration website . If you’re between 18 and 30 years old (or 35 years old if you’re from Ireland, France or Canada and soon to be expanded to include UK citizens), the easiest and most common visa is the Working Holiday Maker Visa (Subclass 417).

Where to go to find a job

Register with a recruiter (like us!) and start your job search before you even leave home. It’s very common for video interviews to take place before a candidate has arrived in Australia, so then you can hit the ground running already set up with a job when you get here.

These are also popular websites to search for a job:

www.mumbrella.com.au/jobs - Great for marketing and advertising roles

Where to look for rental properties or shared accommodation:

www.flatmates.com.au

www.realestate.com.au

www.domain.com.au

www.gumtree.com.au

Also make sure you check out local Facebook groups once you know what area you’re interested in moving to, often they’ll be advertising rental properties.

Enrol for public healthcare

Citizens of the UK and Ireland (and a few more countries – you can check if your country has this here ) have a Reciprocal Healthcare Agreement with Australia so are covered by Medicare, which is the Australian equivalent of the NHS. Find out how to enrol with Medicare.

Open an Australian bank account

Although you can open a bank account before you arrive, you will still have to go into the bank when you get here to confirm your ID and pick up your bank cards. Here is a great article with all you need to know about banking in Australia.

Apply for a Tax File Number (TFN)

Once you have arrived in Australia you can apply for a Tax File Number (TFN) - this is the same as the UK National Insurance Number and you will need it for any job you work in.

How to write a resume that stands out (and gets you the job!)

Sat, 01 Jan 2022 16:40:45 GMT

Lots of people hate writing their resumes – some of us included, and we're experienced recruiters!

So why do we find writing a resume so daunting?

There are a number of reasons. For a lot of us we simply put too much pressure on ourselves to write the perfect resume, and then start overthinking that if it isn’t quite perfect enough, you’ll miss out on your dream job, never find anything like it again, and this will completely ruin your entire life! (Yes, I am quite dramatic and love a good tangent!).

It can also feel uncomfortable and unnatural to sell ourselves and ‘brag’ about our achievements, and because let’s face it, writing or updating your CV can be pretty time consuming and a bit boring.

Writing a CV is one of those things we would prefer to put off, but as with so many things we put off, like spring cleaning, working out budgets, arduous work tasks, or going to the gym – you’ll feel so good after it’s done! And if you are looking for a new job, it’s just part of the process that you can’t avoid.

Plus, it’s never as bad as you think it will be.

So.. let’s get started!

Resume writing 101: First steps to writing a CV that stands out to hiring managers

Put aside some time, perhaps an hour or two, in a quiet place where you won’t be disturbed or distracted and can focus. Snacks also help.

Now consider how you like to work. The objective here is to articulate all your content ideas that you want your CV to include, and you can do this in any way that suits you (you will organise the ideas into the resume format later).

Do you like to brainstorm lots of ideas writing on a whiteboard, do you like to make lists, or are you like me and just write a stream of consciousness of everything that comes into your head that makes no sense to anyone apart from you?

Whilst making these notes, which can be as chaotic and abstract as you like, try to assign them to the following categories:

About you - Who are you in a professional capacity and what do you want to achieve in your professional life?
Employment history - What are the main tasks in your current role? What are your key achievements in your current role? Next, repeat this step for previous roles.
Skills - Make a note of any specific skills, awards, and certifications you have.
Hobbies - Finally, consider your hobbies. What interests you? You can also add any relevant volunteer work you may do in this section.

Once you have completed this, the key content for your CV is done. Now you just need to put it in an order so it makes sense and is easy to read for the recruiter or hiring manager who will be looking at it.

Our tips on what to include in your resume and what to avoid

Make sure there are no spelling and grammar mistakes. Check it, and then check it again. This may be obvious, but you would not believe the number of CV’s we read every day with spelling or grammar errors. The last thing you want is a grammar nazi to discount your entire application because you wrote ‘your’ instead of ‘you’re’. Get a family member or friend to proofread your resume as well – it’s easy to miss things when you’ve been looking at it too long.

Use a professional font. Yes, that means no comic sans. Keep the size for the main body text around 10 pt and headers around 12pt, and use the same font throughout your CV.

Keep it concise. Even if you have had an extensive work history, your CV shouldn’t be any more than two pages long, three maximum. Recruiters and hiring managers are time-poor, they don’t have time to read War and Peace.

Don’t use acronyms. Your CV makes sense to you (hopefully), but will it make sense to anyone else? If you have worked on a complex project containing long non-sensical acronyms, don’t include this. Keep it simple and informative.

Keep the content relevant. If you are applying for a senior marketing role and have had several positions since university, it’s not going to be relevant that you worked at a fish and chip shop when you were 16.

List your achievements. What did you achieve in each role? Did you run a successful campaign? How successful? How much did traffic or sales increase? Make it tangible and measurable.

List your skills. Remember to reserve ‘skills’ for specific systems, programs, and CRM’s you have used. Think Mailchimp or PMP, not ‘motivated’, which is great, but it shouldn’t be listed out as a skill.

What are your hobbies and interests? When considering your hobbies, of course you can put the gym or cooking etc. but don’t be afraid to say what you’re passionate about if it’s less mainstream. If you like collecting leaves or you’re an amateur magician, then say so! This is your chance to reveal a bit more of your personality.

Be honest when describing yourself. Try to use words that have actual meaning and genuinely describe who you are. Saying that you work hard is too generic and will be a prerequisite of most jobs. But are you really meticulous and detail orientated or are you actually more of a holistic thinker? And avoid buzzwords. I think we’ve all had enough synergy.

Once you are happy with the content you can move to the next step.

Covering the basics: What information needs to include in your CV?

Contact details(This is an obvious one, but what should you be including?) Put this on the front page of your resume in the header so hiring manager can easily find out who you are and how to contact you.

• Full name - Use a larger font to make this stand out.
• Mobile number - Check that you have an appropriate voicemail message.
• Email address - Ensure your email is professional. If it’s princessrachel1234@hotmail.com then you should set up a new email account for job applications.
• LinkedIn profile - make sure your LinkedIn summary and employment history are up to date.
• Visa status (if relevant) – This can be handy to let the hiring manager know if you’re on a Working Holiday Visa, Student Visa or any other visa that could affect the type of roles you can be hired for.

Including your address isn’t necessary, you could add the suburb if you like or if you’re applying from outside the country you can mention the country you’re currently residing in, and the date you’re expecting to arrive in Australia if you have one.

Should you include a headshot? No. It should not and does not matter what you look like. A lot of people have unconscious bias, don’t put yourself in a situation where someone might unintentionally discriminate against you before you’ve even had the chance to meet them by adding a photo.

How should you list your education history? Insert this above or below your Employment History. You don’t need to put every grade you ever got, just the name of where you studied, the date of graduation, and any qualifications you received (e.g. a University Degree, Diploma or Certificate).

Do you need to include references? No need to list references, a hiring manager will ask for them when you reach that stage of the interview process. You can also leave out the generic ‘References available upon request’.

And you are done.. see that wasn’t so bad, was it?

If you are looking for a new role or would just like someone to read over your CV and give you feedback, please reach out anytime – we are here to help!

Do you know what you’re worth? Make sure to check out our Salary Guide for the Marketing World to get informed.

Market insights for hiring managers

Mon, 28 Jun 2021 06:34:28 GMT

What’s happening with recruitment in the client-side and agency marketing industry right now?

The market has well and truly picked up to levels we haven’t seen in a long time, with new briefs for roles at an all-time high. Strong candidates are being snapped up quickly so unless agencies and companies can move candidates through the process relatively quickly, they miss out.

The biggest challenge is that the market for talent has never been tighter, so roles are taking longer to fill, and hiring managers are faced with far less choice.

Why is there a talent shortage?

Working Holiday Maker visas are down by 99.68% from April 2019 - March 2020 vs April 2020 - March 2021. As a market, we relied heavily on Working Holiday Makers to fill many junior permanent and contract marketing and advertising opportunities, and this, combined with the recruitment freezes in 2020, is having the knock-on effect of a lack of available talent particularly at the junior-mid level, or roles around the $70-90k mark.

It's worth noting that 32% of roles in 2019 were filled by overseas talent - with close to zero WHV in 2020 – it sets 2021 up for a rather tight talent year.

It's a candidate short market

A common misperception is Covid-19 means there are lots of people unemployed looking for jobs, when in fact, a lot of agencies and businesses didn’t make any redundancies, they simply reduced their employee’s days or hours, which have now reverted back to full time. They also did not hire junior talent/grads throughout 2020.

Applications per job are down. From 2019 to 2020 we saw a 50% decline and already this year we’re sitting at a further 30% decline of applicants from 2020

The desire to change roles for candidates is low, as many have found that with the new flexible working arrangements they are enjoying their role more. Candidates are also communicating that job security is important to them.

Our top tips for hiring managers

Be quick! Don't delay in your turnaround times for booking interviews, giving feedback and making offers. Good candidates are looking at multiple roles, don’t let good talent get away.
Be ready to increase your budget – we’re seeing salaries being offered up to 5-15% above market rates since the start of the year.
We know Zoom is convenient, but it's time to get back to face to face interviews. Candidates want to be able to come into the office and get a feel for the company and culture which is impossible over a video meeting.
Be flexible and think outside the box. Can your contract role be a permanent one? Can you offer flexibility in hours or working from home?
If you’re working with a recruiter, give them a comprehensive brief. The more information they have to excite the candidate about the role and company the better chance you’ll have of securing the best talent.
Wherever possible make it a permanent hire! Available freelancers are virtually non-existent so if there is any way to make your role permanent, you’ll have far more options to choose from.

Get in touch with our team if you want to chat more about the current market, and reach out if we can help you with sourcing great candidates for your roles.

Sheryn Small - sheryn@iknowho.com.au

Kahli Fenn - kahli@iknowho.com.au

Dene Gambotto - dene@iknowho.com.au

Spotlight on... Rachel Lounds, Certified Life & Mindset Coach at The Poschology Collective

Mon, 28 Jun 2021 06:18:14 GMT

We caught up with Rachel Lounds, Certified Life & Mindset Coach at The Poschology Collective, to chat about the work she does with women in the media industry to help them overcome imposter syndrome by building their confidence, changing their mindset, and helping them reach their full potential.

As recruiters, we speak to a lot of candidates experiencing imposter syndrome, particularly if they are returning to work after extended periods of leave or trying to get a promotion or pay rise, so this is a topic very close to our hearts.

Rachel shares with us her own experiences with imposter syndrome and her journey from working in the media industry to finding her place and her passion for helping others as a life and mindset coach. Rachel explains what imposter syndrome is and why some people experience it and gives us her top tips on how you can overcome your own imposter syndrome.

You’ve had a successful career working at some of the top advertising agencies both nationally and in London including Leo Burnett, McCann and BMF. What made you make the move to become a life and mindset coach for women in the media sector and start The Poschology Collective?

After 20 years in advertising agencies, I was losing my passion for the industry. I ended up experiencing anxiety, chronic self-doubt and insomnia knowing that my heart just wasn’t in it the way it used to be. All classic signs that I was burning out.

As a Creative Services Manager, you have to adapt to different types of personalities, people and situations. I wanted to find something that used my vast experience in problem-solving and helping people.

I’ve always had a deep interest in psychology, particularly positive psychology. So, before I left my last role at McCann the plan was, I'll take a little break, study and then I'll get back into work, but I'll try and find something different outside of advertising.

That was when COVID hit, so my plans quickly changed! I thought I might as well use this time to seriously pin down what I wanted my future to look like. And it's probably been the best thing that's happened to me because I finally had time to breathe, think and process.

For years I’d toyed with the idea of becoming a life coach, I thought I’d be good at it and enjoy helping others, but my own self-doubt stopped me. I finally took the plunge, researched some courses and retrained. I also got myself a life coach and realised that this work is EXACTLY aligned with my skill set, what I wanted to be doing and where I want to be taking myself into the future.

I wanted to help other women overcome the negative mindset holding them back so they can become their most empowered selves at work and in life.

I decided to focus on the media sector not only because of my contacts in the industry, but because I know what women really are going through in the workplace. I can understand the problems so it’s easier for me to sit in that space and help.

For those that may not be aware of imposter syndrome, what is it and why does it affect so many women?

Imposter syndrome is that feeling of not knowing what you are doing, that you got to where you are today by pure luck or even by a mistake. That any minute now, your boss or a client could find you out, they will work out that you don't really know what you’re doing. It’s terrifying.

It is estimated that 70% of people will experience at least one episode of
imposter syndrome in their life.

Imposter syndrome is predominantly experienced by women, but not exclusively. I think the reason is that women tend to doubt and question themselves, it’s instilled in society that women are not capable, or they have emotions that prevent them from being strong leaders.

“You're not as good as a man. You'll never be a great leader”. It's just that voice that kind of rolls around in your head on a loop.

There have always been patriarchal reasons to keep women in that place, and because of that continued language throughout history, women have had to fight for their place, particularly in the workforce.

Because of this, instead of celebrating our successes, we downplay our achievements so that we stay using that language and get stuck in that mindset.

Criticism crushes our confidence. It becomes too risky to step up and voice our opinions.

What do you think are the biggest barriers holding women back in their careers?

For me personally, it’s a lack of confidence and fear of failure, and I see this across a lot of my clients as well. There’s a lot of amazing women doing amazing jobs, but lack of confidence holds them back from taking the next step up, no one wants to fail.

When you put yourself forward in any circumstance as a woman, you’re risking being attacked on both professional and personal abilities. Our self-worth is attached to everything we succeed at and achieve.

The result is a lot of women feel stuck.

There is also a fear of success, essentially meaning if we are successful, we’re opening ourselves up to being criticised and judged so success can also be seen as risky.

What are your top pieces of advice for building confidence and overcoming imposter syndrome?

Your tribe is key. Surround yourself with people who support your choices and bring positivity and opportunity to your life. If you have toxic people in your life, you need to start setting boundaries with them so that you can control how they appear in your life.

Re-write the script. Your inner chat fuels your imposter syndrome. Change the language that the little voice on a loop in your own head uses and the way you speak to yourself. Be your own best friend.

Practice gratitude daily. Take the time to reflect on your successes. I think it’s really good to practice gratitude and use positive affirmations to affirm in your mind that you are worthy and capable, you are successful, and that you are enough. This is one of the strongest ways of changing your mindset. Become more self-aware and start believing in yourself.

And of course, if you’re wanting help on your journey, get yourself a coach!

Rachel offers a range of coaching options, from a one-off 1:1 session through to a 12-week program, you find out more about these on her website www.theposchologycollective.com

Rachel also offers free 15-minute coaching calls if you’d like to talk more about your experience with imposter syndrome and find out how she can help you to change your mindset and start achieving your goals. You can book your free call with Rachel here .

Follow The Poschology on Instagram for helpful and informative videos, positive affirmations and inspirational words that we can all benefit from most days! You can connect with Rachel on Instagram here .

Rachel's interview is part of our new 'Spotlight on...' series where we'll be sitting down with people who inspire and excite us with their work, with clients and candidates to find out what exciting projects they're working on in the marketing and advertising industry, and experts in our network who can share their own career advice with candidates.

We'd love your feedback, if you have any comments, suggestions, or questions you'd like answered, reach out to Brooke - brooke@iknowho.com.au

Top five tips for nailing your next video job interview

Sun, 27 Jun 2021 07:15:51 GMT

In a world where video meetings have become a large part of our working day, we are still seeing many job interviews being executed through video calls and as much as we encourage face-to-face interviews, sometimes this is the preference.

Interviews can be stressful at the best of times but throw in technical difficulties, time differences and perhaps a delay or two and that can really bring the heat right up and perhaps throw you off your game! So here are our five tips for nailing your next job interview via a video call.

1. Get the tech sorted ahead of time

Video call you say? Sure thing, what is your preference? Zoom, Teams, Google meet, WebEx, Facetime? You name it, we’ve seen them all and no matter what the tech, it’s always best to download the software ahead of time to make sure there are no technical glitches at the time that matters most.

The company you are interviewing with will have their own preferred technology and share the details with you ahead of time. We suggest testing the video and audio so you not only know that it works but also so you can see what the visual looks like.

It’s also really important to be on time, not early (or late of course!). Many interviewers may use the same video link for other meetings so it’s important to ensure that you don’t arrive too early and interrupt another meeting.

2. Create a professional space

We know that not everyone has the luxury of a dedicated office or room for a desk in their home, however, it’s so important to take note of your space and create a professional environment where possible. Test the video with the platform and see what is in view – you might be surprised what can be seen in the background of your calls! Remove any items that are not necessary or even furry friends that are cute but could be distracting.

It also helps to shut any windows or doors to drown out outside noise – we’ve all been there when all of a sudden, the lawnmower starts next door at the worst possible time! It’s all about eliminating distractions so that the interviewer can concentrate on what you are saying rather than what is going on around you.

3. Dress to impress

We encourage our candidates to dress for interviews the way you would dress if you were meeting a new client for the first time. The same goes for video calls. You may only be seen from the top up but making an impression is equally as important and you should select the appropriate attire for the role you are applying for.

4. Be aware of your body language

When interviewing over a video call, it can be challenging to read your interviewer’s body language and hard to get a sense of how the interview is going. You may not get as much positive reinforcement throughout the call as you would if you were in person, e.g. head nodding and smiling.

Don’t let this put you off! The challenge here is for the candidate to bring as much warmth to the call as possible and do what you can to build rapport. One of our biggest tips to candidates for these calls is ‘don’t forget to smile!’ and ‘don’t be afraid to show some personality!’.

Pop a post-it note on your computer to remind you as smiling can sometimes be the last thing on your mind when you are wracking your brain trying to answer some tricky questions. Also be conscious not to fidget, swing on your chair, play with your hair or other movements which can be distracting for your interviewer.

5. Slow it down

Talking fast is often a result of being nervous and it’s something to be conscious of, particularly when interviewing over a video call, as you can sometimes be dealing with poor internet connection which can make it worse. Remind yourself to slow down the conversation where appropriate, take some deep breaths and allow yourself the time so you can give clear and concise answers.

It’s also 100% ok to seek clarification on a question if you didn’t hear them properly or you didn’t fully understand e.g. “Excuse me, it just cut out for a second there, please could you repeat the question for me?”

So, there you have it. You’re now on your way to making a great first impression and nailing that interview via video call.

For other interview and job-hunting tips, please get in touch for a confidential chat, kahli@iknowho.com.au

Spotlight on… Martin Walters, Marketing Director at TOMRA Collection Solutions

Fri, 28 May 2021 04:46:53 GMT

We sat down with Martin Walters, Marketing Director at TOMRA Collection Solutions , to find out about TOMRA’s Reverse Vending Machine technology and what it’s like working at a purpose-driven company that has truly changed the way we look at recycling.

Since the introduction of the NSW Government scheme in NSW in December 2017, and their role in the Network Operator JV TOMRA Cleanaway, TOMRA has now expanded its operations into QLD, NT and WA. They also introduced Australia’s first recycling app – the myTOMRA app - to make the process even quicker and easier for customers to recycle their cans and bottles.

Martin shares with us some of the huge successes of Australia’s Container Deposit Schemes and their Reverse Vending Machines that form the backbone of the schemes in NSW, QLD, WA and NT, one of their standout marketing campaigns (which raised over $500,000!), his proudest moments working at TOMRA, and some of his tips for marketers just starting out in the industry. You’ll also find out some of the exciting things we can expect from TOMRA in 2021 and beyond.

Congratulations on the success of TOMRA and the technology provided for the ‘Return and Earn’ Reverse Vending Machines – what are some cool facts we may not know about the scheme?

We’ve had over 5.4 billion containers returned through Return and Earn in NSW since the scheme started three years ago in December 2017. That’s the equivalent of around 5-6 million containers being returned to the central Cleanaway container processing facility for NSW at Eastern Creek EVERY DAY, 363 days a year (we close two days a year - on Christmas Day and Good Friday). And virtually every one of those bottles and cans will get recycled, most of them back into bottles and cans again!

From a TOMRA Global perspective - the fact that 75% of the world’s French fries are sorted, peeled and processed by TOMRA – through our TOMRA Food Sorting division!

Do you feel the Australian consumer has become more environmentally aware?

It’s hard to find figures to physically quantify it – but yes, I definitely think they have – and much more aware that what we do with our waste really matters. It’s not good enough anymore to just put it into the general waste bin – or worse still, drop litter that finds its way into our rivers, streets and oceans. As Tim Silverwood from Take 3 for the Sea says – the Ocean is downhill from everywhere! And we’ve seen this change reflected in the way people have embraced the container deposit schemes in all of the states we now operate in – NSW, QLD, WA and NT.

There is an increasing realisation that due to low contamination rates, containers returned through container deposit schemes like Return and Earn and Containers for Change provide the best possible chance of containers returned through a container deposit scheme getting recycled back into bottles and cans again in a Closed Loop. Think of it as buying the drink and borrowing the container!

Has COVID19 had much of an impact on the program in NSW?

Initially, we saw people hold back and hold on to their containers as they adjusted to the restrictions on movement however as restrictions eased, we saw people return regularly once again. Our agility as an organisation in introducing all the necessary social distancing steps as well as the introduction of “touch-free recycling” also gave people the confidence to continue recycling through the schemes while continuing to adhere to social distancing and other government guidelines.

The other reason why COVID has not impacted us too much, and in some cases even increased recycling rates, is that when times are tough, people need every dollar they can get. So, the desire to recycle their containers through one of our Reverse Vending Machines across Australia increases.

December 2020 saw a new monthly record for NSW with 195 Million containers returned… what’s the new monthly goal?

We currently see two out of every three containers supplied in NSW redeemed through the scheme which is a fantastic and encouraging result. But we’re always looking for new ways to encourage people to recycle through Return and Earn in NSW, Containers for Change in WA and QLD and Container Deposit Scheme in NT. As more and more people recognise the positive environmental outcomes that container deposit schemes bring, we anticipate that records will continue to be broken in the future – especially during the peak summer period.

Is it true TOMRA are looking to have these in schools to help educate the next generation?

At this stage, there are no plans to physically locate any Reverse Vending Machines within school grounds – due mainly to the many logistical and safety challenges in doing that. But we are actively involved with an organisation called Eco Educate in educating school children about the critical importance of using the world’s resources in more efficient ways, and the importance of reducing, reusing and recycling not just drink containers, but all containers and packaging.

We’ve also just appointed our first two TOMRA EcoPreneurs - a program that recognises inspiring young people who are helping others and helping the environment by collecting containers, recycling them and donating the funds they raise to help others in their community. Like 10c Tom on the Gold Coast where TOMRA has provided him with additional 10c Tom branded Wheelie Bins and given him a part-time job at our TOMRA Recycling Centre at Varsity Lakes.

What can we expect from TOMRA in 2021?

We’ve recently introduced six new indoor air-conditioned Return and Earn reverse vending centres in Western Sydney and we plan to roll out more of those in 2021 as they’re proving to be a big hit with NSW recyclers.

We’ve also just launched a new behind the scenes video, The Journey of a Bottle presented by Tim Silverwood that shows people exactly what happens to their empty bottle when they return it to one of our Reverse Vending Machines – and how it becomes a new bottle again.

It must feel good working for a brand that’s doing good… what Corporate Social Responsibility campaign has had the greatest success? And why do you think that was?

Definitely our Bottles for the Bush Charity Appeal in 2019-2020, where we raised over $500,000 for Rural Aid, to help Aussies devastated by drought and bushfires. That’s the equivalent of roughly 100,000 people giving up their 10c refund and donating over five million empty cans and bottles to help farmers and rural communities over the summer period. In so doing we increased the existing charity donation rate by over 500%.

The reason I think it was so successful, was a combination of timing, and the fact that Aussies have a strong connection with the land and with our rural and regional communities, even if they now live in the city. The bushfire and the drought were brought into our lounge rooms every night by the media and people’s hearts went out to those affected.

What has been your proudest moment during your time at TOMRA?

My proudest Marketing moment was definitely the Bottles for the Bush Charity Appeal campaign where we raised more than $500,000 for Rural Aid.

Seeing the campaign really take off and seeing the charity donation rate through our machines skyrocket and then to see it just keep on going so well, week after week. Our original target was $250,000 and we smashed that after just six weeks I think – so we doubled it to $500,00 and even beat that. I then had the privilege of going out with one of the Rural Aid water trucks to a property out near Forbes who were desperate for water in their tanks to feed their dehydrated sheep – and it was very moving to see the direct impact that all of those container donations were making to people’s lives.

But my proudest business moment was probably simultaneously launching the 10 x new large-format depots – called TOMRA Recycling Centres in QLD when their Container Deposit scheme launched in November 2018. They were the first of their kind for TOMRA in the world on a scale we hadn’t attempted before, and we only had a few weeks to build them and fit them out. So it was a mammoth team effort and they launched to great success from day one. Currently, around 20% of all QLD containers are returned through those 10 sites.

You’ve had an impressive career working both client-side and agency roles across a range of top Australian brands and industries. What are your top 2 career tips for young marketers just starting out?

1. Always embrace creativity and innovation, wherever it comes from – even if it’s not from you. Remember that “a good idea doesn’t care who has it!”.

2. In a world of data and metrics – trust your gut. Connect with your consumer’s needs and desires. And remember that ALL buying decisions are emotional.

For more information on the Return and Earn scheme visit www.ReturnandEarn.org.au

To find out about the other ways TOMRA help to reduce and reuse waste, head to mytomra.com.au and follow TOMRA o n Facebook for regular updates.

You can download the free myTOMRA app to find your closest Reverse Vending Machine and to receive your recycling funds digitally via PayPal, E-voucher or directly into your bank account (New South Wales only).

Find out more about their current campaign Royal Flying Doctor Service Appeal through donations for bottles and cans at any TOMRA Reverse Vending Machine across NSW (Return and Earn), QLD (Containers For Change), and WA (Containers For Change).

Martin's interview is part of our new 'Spotlight on...' series where we'll be sitting down with clients and candidates who are some of Sydney's best marketing talent to find out what exciting projects they're working on, career advice they'd like to share, what it's like to work at their business or agency, and much more!

We'd love your feedback, if you have any comments, suggestions, or questions you'd like answered, reach out to Brooke - brooke@iknowho.com.au

Is it time we redefined how we measure career success?

Thu, 29 Apr 2021 07:09:56 GMT

What does success mean to you? More time with family or for your hobbies? Living with less debt and less stress? Or perhaps it’s having the flexibility for two beach walks a day…. whatever it means to you be sure to hold onto it going into this “new norm”.

As recruiters, we have conversations daily with candidates to find out what are the most important factors for them when looking for their next role and how they measure career success based on those.

In the past, the top two answers were a good job title and a salary to match, but over the past 12-months we’re seeing a clear shift from an often-outdated model of measuring success by job title and salary, and we’re excited for what the future holds as candidates change their thinking and clients change their recruitment strategies to ensure they’re retaining and attracting great marketing talent.

What has caused the shift in how we’re measuring success?

The marketing and advertising industry was hugely affected by Covid over the past 12-months and to keep businesses running employers needed to make changes quickly which often included how and where their staff worked.

And it is these changes that we believe have caused the shift.

With an increase in redundancies, roles being cut back to part-time and strict recruitment freezes, the instability in the job market allowed some to step back and re-evaluate what is important to them and how they measure success in their career now and in the future.

With most businesses having now returned to their offices and back to some sort of ‘new norm’ with employees either in the office full time, continuing to work from home or a mix of both, employers are rethinking how they now run their business going forward to meet the change in expectations of candidates.

Is there a better (healthier) way to measure success?

Absolutely!

Change your focus to finding more balance in your next role, whether it be by placing more importance on both mental and physical health, finding meaningful work instead of it being about the salary and the title, or moving away from glorifying ‘the hustle’ to instead having healthy boundaries to allow more free time to do activities you enjoy and have more time to spend with family and friends.

It could mean you work two part-time roles rather than just one “standard” full-time job. Really challenge yourself to define what a successful career would look like now, as often what you wanted five years ago is not what matters most to you now.

Where to start when defining your own measurements of career success

One important thing to note is that if measuring success based on your job title and salary works for you then there is no reason to change it – the most important thing about measuring success is it’s personal, and if that is what is most significant to you, then go with it!

But if you’re wanting to move away from that way of thinking, or if you’re finding it’s not healthy or beneficial for you anymore, here are some helpful ways to make a change in how you measure success in your career:

Discover and define your core values and use these to choose your metrics of success. What motivates you? What does success look like to you?
Don’t compare yourself to others. This only sets you up for failure, what is important to you may not matter to others.
Don’t be afraid to change how you measure success. It’s not a one size fits all, or a lifetime commitment, it’s a fluid measurement that you can adjust as you personally change.
Think about ways you could share your success. It doesn’t have to be sharing wealth, it could be knowledge, wisdom, time or goodwill.
“Choose a job you love, and you will never have to work a day in your life”.

Confucius was on to something here. In theory, this is great, but in practice, how many of us can truly achieve this? Be realistic – start by questioning if your job aligns with your values, if you want growth can it give you that? If you need work/life balance, is that achievable?

Take some time to work out your own measurements of success, write them down, and check in with them often.

Whether that be to help you when you’re looking for work, to inform conversations with our talent consultants if we’re helping you find that next job, or if it’s you’re wanting to do it for measuring success in your personal life, the first step to achieving success is defining exactly what it means to you.

Are you redefining your own measurement of success and looking for a new agency or client-side marketing role to fit in with your new goals? Check out our jobs page to see our available roles. See something you like? Apply online today!

What 20 years of recruiting leaders in the marketing industry has taught me

Mon, 28 Dec 2020 06:40:08 GMT

At iknowho, we know how important it is to hire the best leaders into your marketing teams. Below I've shared some advice from what I've learnt during my years working in the marketing recruitment industry where I've had the pleasure to work with clients to find great marketing leaders for their businesses.

The first and most valuable step of any recruitment process is to develop a solid brief – starting with the ‘who’ you are looking for. What skills, background and style will candidates have? Then work to develop the ‘how’ you are going to recruit them… as not all searches are alike.

When recruiting leaders into your business the ‘how’ is crucial! How will you search and attract this talent – what are they looking for in their next role?

Then how will you screen them? It’s this part of the process that I love the most… it’s the getting to know someone to ensure that the ‘fit’ is right. I often say to hiring managers… we both know that candidate X can do the role BUT is it the right move for them? Will it engage them, are the company values aligned with their personal values?

What I know works when hiring leaders into a business

Hire slowly

If you’re looking to recruit a leader within your business take your time to get to know the person. Meet them in multiple environments and involve your peers in the process.

In a talk I recently attended Simon Sinek likened it to inviting a new member to your family…. he suggested to take the time to share a meal . Do something social together so that you can get to know them as a human being. Everyone will put on their ‘best’ in a workplace interview scenario… but you want to get to know who they really are.

This will allow you to gain an insight into their personal values. Are their values aligned to yours and that of the organisation? If not, then do not proceed. Whilst they may have the right CV or skills – if they are not aligned to your values it will not work out in the long term.

Always look for EQ and EI over IQ

I know it makes sense but it’s easy to be swayed by a brilliant mind! We all know that truly great leaders have high EQ and EI… and we need to look for this during the interview process. EQ relates to how well they can build rapport and trust, as well as how well they understand people.

Pay attention to how the candidate treats people ‘who do not matter’ in the interview process such as receptionist or those support staff who manage the process. During the interview look for their ability to listen instead of waiting to speak.

Don't just ask the generic interview questions!

And some of my favourite interview questions from some rather clever people;

- “I hate surprises… tell me about something could happen so I’m not surprised…” Simon Sinek

- “Who is on your team? Tell me about them…” Jim Ayres, Amway. It may seem odd, but if you’re a leader and you know [the answers], it’s a good indicator that you have emotional intelligence.

- “What didn't you get a chance to include on your résumé?” Richard Branson, Virgin Group. This will help you to get to know them, what makes them tick and who they are outside of work.

For more advice on how to recruit at all levels of your business, or if you are looking for help to find top talent, feel free to reach out to me anytime for a confidential chat dene@iknowho.com.au

Are you looking for a new agency or client-side marketing role? Check out our jobs page to see our available roles.

How to conduct a great candidate interview – don’t forget your manners

Sat, 28 Nov 2020 06:16:37 GMT

Having experienced recruitment from all angles – as a senior suit in an advertising agency, as an internal Head of Talent and now as a marketing specialist recruiter at iknowho, I know as well as anyone how a busy week can get in the way of things, and often providing candidate feedback on an interview whether it be positive, negative or somewhere in between, can fall to the bottom of the pile.

But consider it from the candidates’ point of view, your feedback might well relate to the job of their dreams, so for them, it’s equivalent to a four-year-old waiting for Christmas morning to arrive. Well, maybe not that extreme, but you get my drift!

Failing to give a candidate interview feedback after they have invested the time to meet you (and possibly bought a new outfit and spent hours prepping) isn’t a sign of being busy, it’s a sign of disrespect. And it’s not just your personal brand that you’re damaging, it’s your company’s too!

Here are a few tips and pointers for interviewers to consider throughout the recruitment process to make sure you’re setting the right tone, building a positive employer brand, and getting the most out of your interviews for both yourself and for the candidate.

1. Always read their resume before the interview

It sounds like a crazy one to point out, but you’d be surprised how many interviewers try to ‘wing it’, only to spend too much time going over information they already have in the candidate CV instead of drilling down further. It also allows you to come up with specific questions to ask that relate directly to their experience.

2. Plan the interview structure before the interview

It’s always a good idea to give some structure to an interview and to have thought about the questions you’re going to ask. It also helps to ensure that you’re asking the same questions of all candidates and that all interviews follow a similar format.

Don’t forget to ease a candidate in at the beginning with some light chit-chat about their weekend or one of their hobbies. Aside from helping with candidate interview nerves, it also allows you to get to know them better and build some rapport.

3. Have two-way conversations

The best interviews are two-way. Make sure you allow room for the candidate to ask you questions about the company, the role, the team structure and the company culture, and be prepared for those type of questions with answers that will inspire them to want to work there.

4. Sell yourself!

Remember that candidates buy into people as much as they buy into roles. Your level of interest in them and the passion with which you talk about the company and the opportunity, how much eye contact you make and the rapport you’re willing to build in the interview will all have a huge bearing on whether they can see themselves working in the business.

5. Be clear on reporting lines and client accounts

Make sure that everyone in the team who are involved in the interview process is clear on reporting lines and in the case of creative agency roles – client accounts! You’d be surprised how often a candidate walks away confused as they were told one thing from one person and a different thing from another.

6. Manage candidate expectations

The close of the interview is the perfect time to manage a candidate’s expectations on next steps. Don’t tell them that second round interviews are happening next Wednesday if you have no intention of taking them through to next round. It will just get their hopes up unnecessarily and doesn’t reflect well on you or the company.

If they’re the first candidate you’ve met and you still have another week of first-round interviews, let them know it may be a week before they hear back from you about next steps. If you’re working with a recruiter, they can help with managing the expectations for the candidate.

7. Communicate!

The number one rule in ensuring you don’t damage your brand in the hiring process is to communicate. Whether that’s with a candidate or the recruiters, it’s important to keep the lines of communication open before, after and during the recruitment process.

Even if it’s that you’re still deciding or need a few more days before you can communicate your feedback, it’s better to come back with something than not responding at all.

A lot of emotion surrounds a career move, and the more a candidate gets ghosted, the more chance they will take that other role they’re also interviewing for, or even lose interest.

8. Give constructive feedback

Whilst being kind is important when giving feedback, it is still important to be as constructive as possible. If you felt they were underprepared, or simply didn’t have enough experience for a particular facet of the role, then let them know! And try not to use the “culture fit’ as a reason not to hire – part of being kind is leaving personality out of it and focussing instead on any skill gaps.

Just remember that candidates are people too and in a relatively small industry it pays to be considerate throughout the interview process, and to always remember your manners!

If you’re looking for more advice on how to conduct great candidate interviews, are interested in finding out current salary brackets in the marketing industry, or you’re looking for client-side or agency marketing roles in Sydney – feel free to reach out to me

anytime sheryn@iknowho.com .au

If you want more tips on how to be a great interviewer, head here where the team share interview facts and more helpful advice.

Looking for a role? Check out our jobs page to see our current client-side and agency marketing roles

Spotlight on… Liana Lorenzato, Chief Marketing Officer at Modibodi

Wed, 28 Oct 2020 06:50:32 GMT

We caught up with Liana Lorenzato, Chief Marketing Officer at Modibodi to find out what it’s like working for a brand that created a whole new product category with their innovative and sustainable period and leak-proof apparel.

Liana shares with us what Modibodi are doing to break the stigma and taboo that still exists with talking about menstruation, the challenges and opportunities that this brings when marketing their products, her proudest achievements whilst working at Modibodi, and her advice for others looking at a career in the innovation space.

A brand like Modibodi needs a certain type of marketer, how do you ensure that you get recruitment right?

Apart from a specific skill set that can be identified through the recruitment process, it is important to be able to measure the aspects of a person that won’t be found on a CV. Over the past 5 years at Modibodi and meeting a variety of applicants for various roles, it became apparent that work ethic and attitude were so important, as well as a person’s passion, not just for Modibodi’s mission and brand essence, but also their passion for the role they will be responsible for.

What have been the biggest challenges when marketing a brand that is a completely new product category?

The biggest challenge and opportunity when Modibodi first began was the “tabooness” of the very topics and issues Modibodi stands to support. There was not one mainstream media outlet and minimal influencers in Australia that were confident enough in speaking about periods, incontinence or pregnancy leaks. We have come a long way since then, however, we are still yet to crack TV and radio as much as we would like.

Many shows who have the exact viewer profile of a Modibodi customer still feel it's not relevant to their audience. Radio stations have even tried to censor Producers who are still afraid but I hope one day soon, they will realise they would be making history in speaking about issues that half of the population can relate to at some point in their lives.

What has been your biggest/proudest achievement during your time at Modibodi?

There are a so many that stand out, however, four highlights for me are:

Modibodi Period Underwear secured as part of the permanent collection in the Museum of Applied Arts and Science as an Australian product innovation.

2019 was a year of peer and industry recognition for Modibodi, being nominated for 11 awards and winning 8 of them including Telstra Business of the Year awards- People's Choice, Medium Business and NSW business of the Year as well as Outdoor Media Association- Joint winner, Best Use of Multi-format media 2020, this was for a campaign that was designed by our in-house creative team and makes me so proud of them.

2018 When the TODAY show interviewed Kristy (Modibodi CEO and Founder) about her story and Modibodi journey, we were also able to speak about incontinence on primetime TV, we were told their phone lines were jammed most of the morning wanting to know more about Modibodi.

And most recently, our current campaign THE NEW WAY TO PERIOD - developed through Covid with our wonderful creative agency partner. It was the first time we had a global campaign in market at the same time. The campaign core asset was a mini film that shows people with periods that there are better options than eco-damaging, landfill clogging disposable products. The film has been distributed across online and offline channels including BVOD and STV. It was initially banned by Facebook, and after Facebook HQ connected with us to discuss the campaign and our objectives, along with a strong PR campaign, our film was approved to run across the Facebook network and is currently live.

We stood behind our beliefs and the importance of showing people the true period story and have changed culture!

With your new ad initially being banned from Facebook and Instagram, how important do you think it is to have brands like Modibodi working towards ending the stigma and shame associated with period products?

It’s not just important, it is vital! The stigma attached to menstruation is still there. Young people are not getting diagnosed by medical professionals when they have issues due to the stigma, they are not getting an education and miss out on sports all because we have been told and to a degree still get told these sorts of topics should be “kept behind closed doors”.

What advice would you give to people looking to join companies in the innovation space like Modibodi?

Innovative and disruptor brands are just that, we are here to make a difference and to disrupt the status quo. If you are not comfortable in challenging opinions and pushing boundaries, then an innovation space isn’t for you. Being uncomfortable is an opportunity to grow, develop and make an impact professionally and personally. It's a fast-paced environment and exciting.

What can we look forward to seeing from the Marketing team at Modibodi over the coming year?

That’s top secret!, however we are truly excited what 2021 and beyond holds for the Modibodi group of brands on a global scale.

You can watch the mini film which is part of their The New Way To Period campaign here and head to the Modibodi website to see their full range of apparel here .

Liana’s interview is part of our new 'Spotlight on...' series where we'll be sitting down with clients and candidates who are some of Sydney's best marketing talent to find out what exciting projects they're working on, career advice they'd like to share, what it's like to work at their business or agency, and much more!

We'd love your feedback, if you have any comments, suggestions, or questions you'd like answered, reach out to Brooke - brooke@iknowho.com.au

What’s happening in the marketing industry for job seekers right now?

Wed, 28 Oct 2020 06:43:55 GMT

Helpful insights into the current market from Sydney’s favourite marketing recruiters at iknowho.

It has been an astonishing time to be in recruitment. The one thing I can share across the board is people’s resilience and positivity, there has been a real “one for all and all for one” mentality (sorry for the musketeer’s quote) as we’ve seen redundancies, jobseeker and jobkeeper payments, pay cuts and forced annual leave affecting many people.

While it’s been a lot to digest, I think what has pulled us through is knowing we are all in it together.

How is the Sydney marketing industry looking for jobs seekers right now?

It’s no secret the recruitment market came to a standstill in March and remained stagnant for the following 4 months. I felt like a broken record with my messages of positivity and hope of a quick recovery.

Now, I am not an economist, or in finance or politics, BUT, I can count, and what I can tell you is that in the last three weeks our jobs board has increased by 400%. Visit our jobs page to check out all our roles for yourself here .

We have seen jobs across the board, freelance and permanent roles for both client-side and agency-side and I wanted to share with you the joy, happiness and relief that I feel by sharing a few helpful insights.

Have salaries changed for marketing jobs?

We haven’t seen a major change, to be honest, expected salary brackets remain the same, you can see in our market standards tables here . What has changed is negotiation options, budgets are tight and down to the dollar. So, when you are applying for roles, don’t assume they have extra budget behind the scenes. They don’t. Apply for roles that are in-line with your salary expectations to save time.

What are the most in-demand skills right now in the marketing industry?

It’s not a huge shock that digital marketers are in high demand. While we have seen roles across the board, from integrated to shopper, the popular choice is digital marketers, both agency and client-side. If you are looking to do a “COVID Course” and up-skill I highly recommend brushing up your digital marketing capabilities. Check out General Assembly – they do some cool stuff.

Is now a good time to be looking for my dream job?

If you have a dream, follow it! Don’t let COVID deter you completely from looking at changing jobs right now. What would your grandma say? Be realistic that it could take a little more time right now, but never sell yourself short or accept something that isn’t what you want.

Here’s a tip if can’t find the right role but need $$ to pay the rent – Freelance! Have you thought about the option of freelancing before? Now is a great time and we are happy to help you move into a freelance role and get contract work while you wait for your dream gig. Check out our latest blog with tips for first time and veteran freelancers here .

As the market continues to gain momentum don’t feel that you can’t reach out and ask questions to any of the iknowho consultants.

We can help with:

Live roles available in the market both agency & client-side
T ips and training for both face to face and Zoom interviews
Market trends and industry insights
Resume review and recommendations
Salary advice and recommendations
Advice on how to get into freelance marketing roles

The last few months I have felt more like a therapist than a recruiter but hey, if it helps, I am here!

Get in touch if you’re looking for marketing jobs in Sydney, or if you’re a business looking for agency or client-side talent we'd love to chat to you!

Spotlight on... Tom Morgan, Head of Marketing at Australian Brandenburg Orchestra

Wed, 28 Oct 2020 06:32:51 GMT

With the arts industry seeing some of the toughest restrictions this year due to COVID-19, we (virtually) sat down with Tom Morgan, Head of Marketing at Australian Brandenburg Orchestra, to have a chat about how they’ve used this time to not only survive but to thrive.

Tom takes us through the launch of their new digital platform, Brandenburg One, how this has opened up Baroque music to a whole new audience, and what we can expect next from their marketing team.

Congratulations on your new digital platform Brandenburg One. Can you tell us more about what it is and why was it created? Also, how has it been received?

Think of Brandenburg One as a digital stage for the orchestra. Music lovers across Australia (and around the world) can watch full-length concert performances by the orchestra as well as shorter clips featuring one or two musicians. The website also has lots of behind-the-scenes content such as video interviews, photos, podcasts and detailed written notes about the music as well as profiles of the musicians.

Creating a digital concert hall experience has been part of our audience development strategy for a couple of years, and the severe restrictions on live performances during COVID-19 gave me an opportunity to just go for it! We have been overwhelmed by the public’s engagement with the music content on the website, it clearly serves a customer need.

In the first six months, we have had over 12,000 unique users from over 70 countries watch music videos. Best of all, 25-34-year-olds are the most engaged segment which represents an entirely new audience for us. Our heartland 65-74-year-old audience is the next most engaged segment which tells me that the website is functional, and the musical offering is enticing for young and old!

How do you see the Brandenburg One digital stage complementing your live concerts when they resume?

Brandenburg One allows us to reach audiences all over Australia throughout the year - not just the capital cities where we regularly perform our six annual live concert tours. In 2021, every live concert series will also be offered as a full-length digital concert. This is a game-changer for audiences and for the marketing team.

We have a new way of engaging and rewarding our loyal subscribers with high-quality performance content from their favourite orchestra and musicians. And this new owned media channel lets new audiences listen to and learn about the orchestra and become part of our pipeline of new ticket buyers and subscribers.

Our first post-COVID live concerts kick off on 27 October in Sydney and we have already sold over 500 digital passes to customers all across Australia - including Alice Springs!!

What has been your biggest achievement or proudest moment during your time at the Australian Brandenburg Orchestra?

Selling our first-ever digital ticket in September to a customer in lockdown in greater Melbourne! Although not a replacement for live performances, digital concerts offer a new way to present our art form and they have dramatically increased the reach of the orchestra. But it has been a steep learning curve and has required the company to develop the skillset and the mindset of a media company - overnight!

From the content production side to web and product and business model development and of course, rapidly evolving marketing and communications priorities, every person and every team at the Brandenburg was required to step up and learn and grow. As the project lead for this digital transformation project, I am extremely proud of everyone’s effort and energy and, of course, the results.

What can we look forward to seeing next from the marketing team at Australian Brandenburg Orchestra?

Content, content, content. We made the clear strategic decision to invest in our own platform to host the exceptional artistic content that the company produces. This allows us to carefully control how our content is presented and how audiences experience it - like we do onstage - and keep our audiences in our own ecosystem. Although the reach is massive, you lose so much control over curation and presentation on social and video platforms, and although those channels are superb for targeted, cost-effective marketing, we’re going to double down on our owned media strategy for distribution and presentation.

So, expect significant improvements to the Brandenburg One interface (it was developed at light speed on a shoestring budget!) and higher and higher production values in the new performances we will be releasing (the first ones were created in an Alexandria warehouse under very restrictive COVID-19 conditions). Supporting that will be a digital-first in marketing and customer loyalty strategies that focus sharply on communicating through editorial quality content.

Explore the unique world of Baroque music online with Brandenburg One, who will be running their first paid digital concert on Sunday, 1 November.

Head to the Australian Brandenburg Orchestra website for more details.

Are digital concerts here to stay? Listen to what Tom has to say when he speaks to Eleni Psaltis about Brandenburg One on The World Today (ABC) here .

Tom's interview is the first in our new 'Spotlight on...' series where we'll be sitting down with clients and candidates who are some of Sydney's best marketing talent to find out what exciting projects they're working on, career advice they'd like to share, what it's like to work at their business or agency, and much more!

We'd love your feedback, if you have any comments, suggestions, or questions you'd like answered, reach out to Brooke - brooke@iknowho.com.au

How my 'pandemic puppy' helped my work-life balance

Sun, 27 Sep 2020 10:55:56 GMT

While everyone else was panic buying toilet paper, flour and hand sanitiser back in April, I decided to buy myself a ‘pandemic puppy’. Stevie is a black Cockalier (Cocker Spaniel cross Cavalier), and it was love at first sight when we met him.

Our team are all a little bit dog crazy, we often have a cameo on our team calls from one of our pets and used to love when we had an office dog for the day.

I’d always wanted my own dog, but with work commitments and some long days in the office, I knew it just wasn’t fair, dogs needed more time and attention than my life before COVID allowed.

Once the iknowho team all started working from home, it gave me the flexibility needed to have the time for a puppy, and I’ve actually found Stevie has helped me add more structure to my day.

When working from home it’s easy to be continually “on”, and I have worked out a good routine around Stevie where I get more fresh air and am actually more productive between the breaks I have to take him outside. We go for a walk and get a coffee before I log on in the morning, I have a proper break to take him out again at lunch, and I try to finish work on time so I can take him out for a long evening walk.

There have definitely been some challenges – Stevie sometimes wants to join in my Zoom calls with clients and candidates, and once he got through the cute new puppy stage of sleeping most of the day, he quickly turned into a ball of energy that demanded more of my time and attention. Once he graduated puppy school and mastered toilet training it made my life a little easier!

If you’re feeling a little isolated and missing the connection with your colleagues because you’re working from home, and are finding yourself with the time you never had before to look after a pet, I’d highly recommend looking into buying or adopting a dog.

Dogs are proven to be great for your mental health by decreasing stress levels and your physical health from all the extra exercise you get, which results in you having a better work-life balance. Plus they absolutely LOVE having all this time to spend with you!

Meet the dogs of iknowho, Stevie, Baci, Teddy and Molly

Contracts in COVID - How to negotiate day rates in this new climate

Fri, 28 Aug 2020 06:38:27 GMT

It’s been six months of COVID19 and among other impacts, the preference of freelance over permanent within advertising and marketing roles has left some candidates unsure of how to negotiate a day rate when looking at contract opportunities.

As companies deal with hiring freezes, unpredictable pipelines and the need for flexible, agile marketing teams, the preference towards freelance hires is understandable, but just how flexible should YOU be when looking at new roles during this (I have to say it) unprecedented time.

First time freelancers

Firstly, and very importantly, will you be invoicing through an ABN or will you be on the company payroll PAYG?

If you are invoicing through your ABN, do some research first. Confirm if your current ABN means you are eligible and if so, how much tax you will need to budget for plus any further information about this avenue. Click here . Also, ensure you also have all the necessary insurances in place.

If you are looking to move onto a day-rate on the company’s payroll via PAYG and have previously worked in full-time roles on an annual salary,

there are a few things to consider.

In this climate, your negotiations will ultimately come down to the budget of the agency or client, so it’s best to be aware of what this is upfront to see if the figure is in-line with your financial needs. This will save disappointment down the track and also your valuable time with interviews if the amount ends up not being feasible.

Once you have established that the figure matches your life budget, it’s time to work out what your experience equates to as a day rate. Your helpful consultants at iknowho have put together a quick cheat sheet to help you see your market value based on your years of relevant experience. See here for a full overview on day rates.

As you can see from our cheat sheet, there are still some variations on the market rate at each level of seniority. Other things to consider are:

Length of contract; Typically, you can negotiate an additional 10% on the day rate for short contracts of 1-2 months, due to the high level of flexibility required on your end.

Speciality of skills; If the skills you are required to bring for the role are of niche speciality or are in high demand you should have a little more wiggle room with negotiating day rates as in theory there is a supply demand issue and you should be in demand.

Superannuation; Always remember to ask if the day rate includes 9.5% superannuation or if this will be an added payment. This will impact what the net value of the rate is to you.

A final word in closing.

If you do accept a lower rate than you have earnt previously, don’t feel you are getting a raw deal or selling yourself short.

In this climate, see it as an opportunity to prove yourself within an initial contract. I recommend putting in writing that “based on your performance during the initial contract you would like any permanent salary or additional contract extensions to be re-negotiated”

This is a fantastic way to get yourself into a new role. Slide past those hiring freezes and give them a really good case to push through your permanent salary expectations to HR once you have already made yourself indispensable to the company.

Covid19 is changing the way we work and it’s changing the way we hire, be open-minded and see the opportunities presented and the flexibility available in this new 2020 workforce.

For more information or to speak to an iknowho consultant about the current market visit www.iknowho.com.au

Application fatigue: How to stay motivated in a candidate heavy market

Tue, 28 Jul 2020 11:31:31 GMT

In the current market, we are experiencing more than a 50% year-on-year increase in job applications.

Usually Hiring Managers dream for a unicorn and right now they are more likely to find one – making it very competitive for job seekers. With this in mind, it has never been more important to review your job-seeking strategy and be realistic about which roles you apply for to stay motivated during your job search.

What is ‘Application Fatigue’?

Application fatigue is when job seekers apply for too many non-suitable roles and then lose motivation throughout the job-seeking phase. Applying for jobs can be time-consuming and at times emotional, so best to reserve yourself for the most suitable opportunities.

So how can you avoid application fatigue? Before you click ‘Apply’, ask yourself…

Do I have suitable or relevant sector experience?

If the role is an agency side marketing role and you only have experience as a clientside marketer – you may struggle to make the shortlist. I’m not saying the skills are not transferable, more so that in this current candidate heavy climate Hiring Managers can be ultra-conservative. It’s not ideal for job seekers, but it’s economic for businesses.

Or if you have all pharmaceutical marketing experience and the role is in the telco sector – hand on heart ask yourself if that role would be the best fit for you? A move from pharma to beauty or FMCG may be a more suitable and more palatable move for you.

Am I at the right level?

It’s time to be honest with yourself here as there is NO point applying for roles that are too far above or below your current level. Stay focussed on what the natural next step is in your career.

Do I have the right core competencies?

Too often we’re finding candidates are applying for roles where they may only have two out of the five required core skills. Review the responsibilities in the job ad and really challenge yourself to provide examples of past experience that matches the brief. Do you have the skills they’re looking for or any transferable skills? If not, you’re better to give this job a miss and wait for that right match for your skills to avoid disappointment and application fatigue.

If successful, what will I gain from doing this role?

Picture yourself in the role for 12 to 18 months. What skills will you develop over this time? How will this experience improve your career? What do you want or need from your next role? Is it security, team management experience or new skills? Will this job give you that?

Another piece of advice is always to choose roles based on what you‘ll be doing and learning day to day rather than getting caught up in the company or brand, which we see all the time!

If you’re ever not sure if you should be applying for a role, why not reach out to the recruiter and ask for a quick chat? Any good recruiter will be able to tell just by a look at your LinkedIn profile if you’ve got what it takes to make the shortlist.

Five tips to future proof your business to attract and retain top talent

Sun, 26 Jul 2020 07:00:53 GMT

As restrictions start to ease (and tighten, then ease again!), the 2020 version of recruitment and candidates’ priorities have changed. We recently surveyed over 100 marketers on flexible working arrangements and found some interesting results around how people see the future way of working.

Here are some insights to get you thinking about how you can future proof your business and continue to attract top talent.

Flexible working arrangements

It’s a hot topic right now with changes in how and where people are working due to COVID-19. The results from our survey found that this really is a must-have if you want to attract, retain and sustain top talent going forward. A whopping 79% of the marketing industry stated that flexible working arrangements will be a pre-requisite for career moves in the future. Why fight it? Only 20% of the industry don’t offer any flexibility, be progressive and be part of the positive change.

Using technology to stay connected

Staying connected when working remote has to be a priority to maintain productivity and high-quality work in your teams. As the industry moves to a flexible working structure how do we keep internal communication flowing just like we would in the office? Use of relevant technology and making sure everyone is trained up correctly is imperative to ensure important information is communicated and logged.

Some technology workplaces are utilising:

1. Hubstaff

2. Monday

3. Google Drive

4. Slack

5. Todoist

6. PukkaTeam

7. HelloSign

8. 1Password

The importance of Human Resources and People and Culture consultants

New hires need to know who they can turn to when they have problems or questions at work when they’re not face-to-face with their new colleagues and still trying to navigate their new role. The new trend of flat structures and remote working often means people might be left to fend for themselves. At the least, aim to have a designated buddy assigned for new hires that will be able to ensure they feel supported and who invite a safe place to ask those silly questions a new hire may not want to bother their new boss with, of whom they are trying to impress.

Part-time People and Culture and Human Resources consultants can really contribute to the growth of the business while providing support both professionally and personally to your team. There are some great consultants out there who can offer this service as a third-party supplier. Reach out to one of the iknowho team for recommendations on who might be right for your business.

Your online presence

What does your company say online, when did you last update your website, who is managing your social media channels and what kind of blog articles are published/shared by your business?

The first thing a potential new hire will do is check you out online. This isn’t just a light Google search; we are talking a full digital stalk of you and your brand. You need to ensure what your company stands for and the culture it has built is communicated effectively online via your website, social media channels and digital footprint.

A quick SEO audit will tell you how you are sitting from a search perspective and if you have any work you need to do to ensure your company shines online and attracts the best talent.

Zoom interviews are still interviews

The hires that have been made over the past few months since lockdown started have been for immediate starts, with businesses restructuring and moving to remote working, sudden gaps in the team have meant quick hires are required. A sense of urgency shouldn’t mean we rush the process, and this goes for interviews too.

A Zoom interview is still an interview, so the same rules apply.

- Dress professionally and represent your company/brand appropriately.

- Be prepared, have the CV of the candidate and relevant supporting documentation ready for the meeting

- Put time aside, we recommend 45 minutes for an initial interview

- Structure the meeting and ask relevant questions

- Remember your background, use a digital backdrop if you don’t have a professional setting at home.

- Remember people talk, this candidate, whether hired by you or not, will share with their network their experience with you. Make it a positive story.

The above are recommendations to future proof your business. Every business is different and what will work for some won’t work for all, but now is the time to be open-minded and think to the future. What do your people need to succeed and grow? The market is changing and therefore so is the way that we attract, recruit, retain top talent.

For more information on market trends and how you can ensure your business is at the forefront of the changing industry speak to iknowho, we are here to help.

Click here to access the full report for our Flexible working in the marketing industry survey.

Survey Results: Flexible Working Within the Marketing Industry

Sat, 25 Jul 2020 11:39:33 GMT

We surveyed over 100 marketing professionals about their experiences following the changes in how and where they work due to COVID-19, and have collated this into an easy to read report for our clients and candidates.

Although it’s not without its challenges, the results show a clear demand for more flexible working arrangements moving forward.

What does this mean for you as an employee, or as an employer?

Key findings:

Only 27% of marketers are looking forward to going back to the office when restrictions are lifted
98% of marketers have experienced positive benefits while working from home
There are some downsides though, with 1 in 5 people experiencing loneliness and 1 in 10 mental health issues
86% of people are wanting a mix of working from home and the office going forward
79% of marketers already had some sort of flexible working options offered in their workplace

Download full report here

If you have any questions or feedback, please reach out to one of our talent consultants today, we're always happy to have a chat.

You can also check out Brianna Paton's blog for tips on how to future proof your business to attract and retain top talent.

Life’s New Juggle: Remote working & homeschooling

Sat, 28 Mar 2020 06:20:18 GMT

Tips on how to retain some sanity…

Covid-19 has brought many challenges, but perhaps none quite so prevalent as that faced by most parents who are trying to wear two hats simultaneously – worker and teacher. I’m only four weeks into this new regime, and whilst I don’t claim to have all the answers, here are a few tips that are helping me survive.

1. Preparation

Sounds obvious but the more prepared you can be before the day starts, the more productive you and the kids will be. Look at what the kids have to check off. Do things need printing out so it’s easy to fill-in? Do they know their log-ins and passwords – have them handy if they don’t and stick them on the wall so they don’t get lost. Are their computers fully charged and have they got headphones ready so there is minimal disturbance for you?

Make sure the right textbooks are to hand, and that all the necessary tools are in easy reach (pens, notebooks, calculator, protractor, erasers etc!) as there is nothing worse than a pesky interruption along the lines of “I can’t find my….”. Do they understand the tasks that are set and what’s being asked of them – if not spend time going through them upfront so there are fewer interruptions for you.

2. Scheduling

I tend to put a good 30 minutes aside at the start of the day running through what the kids need to get through. If the school isn’t providing a schedule, write one yourself, as the clearer the road map is for the day the more chance they’ll have of working through things independently, allowing you more time to manage your own workload. Make sure you share your schedule with the kids too so they know when you cannot be interrupted. If you have an important meeting between 10am & 11am – make sure they know about it, and that any questions will have to wait until it’s over.

Communication is just as important at home as it is in the workplace, and now the two are the same location it’s more important than ever. Setting alarms can also work well with younger children who cannot read the time. Tell them that when the alarm goes off that’s when it’s time for morning tea and not before!

3. Set Break / Together time

It’s also important to have set break times where the family can come together, most importantly to eat(!), but also to have some downtime and question time, before everyone goes back to the next set of tasks. My family tends to replicate school in that we have a ‘recess’ mid-morning break, a lunch break and end of school/ afternoon tea break, which signals the end of the day for the kids, and with any luck, the end of your teacher role, so that at least the last stretch of the day might be a little easier.

If you have set times, it makes it easier to schedule your own work and calls around these times. Be honest with your colleagues about when you’re unavailable. Everyone is going to have some level of appreciation of what working parents are going through at the moment, and if they don’t they need educating!

4. Workspaces

There are probably different strategies for different situations, but it is worth considering WHERE everyone will work, to give everyone in the house the most optimal opportunity to get work done. I have recently carved out new workspaces in our home so we’re not all on top of one another. The kids separate into different rooms when they are working on “high concentration” tasks, and I work in a separate room for phone calls/ meetings along with my own high concentration tasks.

Sometimes giving kids a level of independence to get on with things themselves somewhere separate to you means fewer interruptions, as if you’re visible to them, it’s too easy to ask something rather than working it out for themselves

5. Be easy on yourself and your kids

Keep reminding yourself that working remotely with your kids in tow is not an easy situation for anyone, and there’s no one to blame when things go awry. If one of your kids is having a really off day and it’s all too hard, don’t punish them and yourself by persevering. Put an educational video on. Tell them to go and build some lego or do a puzzle, walk the dog or read a book.

There are going to be times when their schoolwork doesn’t get done, but that IS OK. Teachers know how hard this situation is on parents and whilst there is plenty of work set, all children are different and many won’t complete all tasks. Cherry-pick based on your child’s needs, age and ability. At the end of the day, us working parents have jobs to do too, and putting ourselves in a prime position to keep them is all part of Covid-19 survival.

And finally, here are a few great links for school holiday time (or just for those off days…)

Reptile Park Live Streams (10am & 2pm daily)

Science: Max on ABC iview

David Williams Audiobooks

Craft for kids: The Spruce Crafts

Andrew-Lloyd Webber musicals are streaming free on Youtube

Amazon Audible books – all their books are currently free to stream

Why you should be hiring for culture add, not a culture fit.

Tue, 24 Mar 2020 07:23:06 GMT

Why you should be hiring for culture add, not a culture fit

As we move into a rapidly evolving time within the creative agency space, we’re seeing more mergers of independents in an effort to future proofing and acquisitions of agencies, meaning they are now a part of a network. The one-liner of “not the right culture fit” has become a topic internal talent teams are realising they need to re-consider.

“Cultural Fit is defined as the individual's attitudes, values and beliefs being in line with the core values and culture of an organisation”.

This is all well and good but when was the last time you checked in on your company values, and what do they represent to the market? How are they evolving to appeal to the new generations coming through and how much do they support diversity and growth?

The recruitment process can be a headache agreed, there are many stakeholders to please, budgets to adhere to and a competitive hiring market to beat but, throwing in a culture fit mould that candidates must fit is not only one more thing to convolute the process but it is closing off growth opportunities for your business.

How to hire candidates that add to your culture

I would suggest having an open mind to new characteristics, backgrounds and different personality traits, in doing this you will open up opportunities to bring people into your organisation that don’t just fit the mould they add value to it.

A favourite quote of mine is ‘ more of the same will give you more of the same ”. Another big one I face is they "must have agency experience", this one is another barrier to growth. As agencies struggle to compete against consultancies and brands continue to build their own internal creative agency teams, why wouldn’t having someone in the business who understands the client-side world NOT be a plus?

Why looking for culture add vs culture fit makes sense

A quick example of recent success with a creative agency who was willing to open up the culture fit mould, without naming names; I had a client-side candidate fresh from the UK who was incredibly intelligent, people orientated and looking for a more dynamic, creative environment. Enter his first creative agency freelance role in Australia.

Being a very strong character he immediately butted heads with some of the more senior team within the agency, because “what did he know”, “he doesn’t have agency experience”. After some time, the agency realised the value this candidate was adding, not just from a skills perspective but for the rest of the team. Someone fresh with different perspectives, point of views and excitement because yes, it was his first agency experience. An approved sponsorship later, he is now stepping into a newly created role of people and culture, operations and eventually, head of client service. This was a $65k candidate.

So, what does this all mean for your business?

I have been recruiting in creative agencies for over four years and did my time of working within them for over 6. I leave you with a clear message, hiring managers - times are changing. You need to grow, evolve and future proof. Listen to the younger generations, what do they want? Please allow different types of people to enrich your culture. Your values are not something to protect they are something to grow and celebrate.

For a chat on how you can grow your company culture get in touch with ikno who today.

The Importance of Giving Back | Making the Move from Corporate

Fri, 28 Feb 2020 05:09:33 GMT

Dene Gambotto caught up with Arabella Gibson after she was announced as the new CEO for The Gidget Foundation

Congratulations Arabella on your appointment as The Gidget Foundation’s new CEO…

Thank you - I’m delighted to be joining the Gidget Foundation as it continues to grow from strength to strength. I firmly believe that sharing our message with new mums and dads is absolutely vital with today's fast paced lifestyle, where high expectations are felt far and wide.

I am really pleased to be able to utilise my business skills for this role and, having a personal connection with Gidget’s family, means my passion to make a real difference to people’s lives feels even greater.

Tell me more about the work of The Gidget Foundation?

The Gidget Foundation is a not for profit organisation, chaired by Obstetrician Dr Vijay Roach. It exists to promote emotional wellbeing for expectant and new parents and to raise awareness of perinatal anxiety and depression amongst women and their families, their health providers and the wider community to ensure that those in need receive timely, appropriate and supportive care.

Pregnancy brings joy along with challenges. The Gidget Foundation recognises the importance of emotional wellbeing and the need to provide services to support parents. Previously known as postnatal depression, anxiety and depression during pregnancy and early parenthood (the perinatal period) affects almost 100,000 Australians each year, or 1 in 5 mothers and 1 in 10 fathers.

Our community needs to know that it’s ok to feel anxious and low and this is something we at the Gidget Foundation can help with through our free counselling and professional support at Gidget House.

Gidget was the nickname of a vibrant young mother who took her own life while suffering postnatal depression. She hid her suffering from even her loving family and friends. They created the Gidget Foundation determined that what happened to Gidget would not happen to others.

Today, the Gidget Foundation helps hundreds of expectant parents and their families each year through its free psychological services at Gidget House in North Sydney and the Emotional Wellbeing Program for pregnant women at North Shore Private Hospital and the Mater Hospital. The Foundation provides training for health professionals, supports research, develops resources and has established workplace awareness programs to help prevent perinatal anxiety and depression.

On making the move from Corporate to a Not For Profit– why now in your career?

Having spent much of my career working in dynamic and challenging (but often ruthless!) corporate environments, this just felt like the right fit for me for the future. It gives me the opportunity to use both my business skills and life experience to drive the Foundation forward and achieve some key goals for our cause.

I also have a close personal connection with Gidget’s family and the reality is that this will always drive my passion to ensure we take the Gidget Foundation from strength to strength.

Furthermore, the flexibility of a role like mine is necessary for where my young family is at in life so that part was just a no-brainer for me!

What advice would Arabella would you give to senior marketers who may be considering a move to Not For Profit themselves?

The NFP arena is attracting private sector career professionals now more than ever. Given the sector is the 2nd largest employment segment in the country, there are very real opportunities for speedy career advancement in the NFP sector that the private sector simply can’t offer.

Ultimately, assess where you are at in your career: Are you challenged? Can you use your skills to a huge benefit for a cause you believe in?

What kind of flexibility do you need? Can you ‘jump the line’ and advance your career in a way you may not be able to in the private sector?

If the role offers these types opportunities, then it may well be the perfect move.

How can people get involved with The Gidget Foundation?

The Gidget Foundation relies solely on philanthropic donations. The annual Ladies’ Lunch fundraiser and bloke’s Rugby Lunch, as well as several new initiatives on the Gidget Foundation’s 2017 fundraising calendar, will be announced over the coming months. To get involved or to donate,

please visit gidgetfoundation.com.au or call 1300 851 758

iknowho recruited this position on a pro- bono basis as a way to support the incredibly important work of The Gidget Foundation. Each year our Managing Director Dene Gambotto recruits a handful of roles pro-bono – do you know a NFP looking to recruit a Senior Marketer who could do with our services? Then email Dene directly dene@iknowho.com.au

How to choose the right boss for you.

Tue, 25 Feb 2020 11:45:15 GMT

We all know how important it is to work for someone we gel with and how your boss can often make or break the job, but how do you ensure that it’s the perfect match? What questions can you ask in the interview process to make sure they’re the right manager for you? It’s actually a bit like dating. You have to dig deep and look at yourself first. What management style brings out the best in you? What are your knowledge gaps or developments areas? What personality traits do you respond well to? Is flexible working a must have? If you don’t know what you’re looking for in a manager, then you won’t know when you’ve found them.

1. Management style

Think about the kind of management style you respond well to. For some, up front objectives and KPI’s are enough and they’re happy to be fairly autonomous, while others like more regular check-ins and some mentoring along the way. Ask your future boss how they manage members in their team – ideally, you’ll want someone who adapts their style to the individual. If there is the opportunity to meet other members of the team, don’t be afraid to ask them how the manager leads them and what they are like to work for.

2. Development areas

Most of the time we all have things we want to improve on or develop and new roles and organisations can teach us different things. Make sure you think about what you want to take out of your next role and ensure that your manager is going to be able to provide you with that learning. If you’re looking to hone your CRM skills, make sure your manager has strong credentials in this space. Look at their LinkedIn to see what their previous roles were. Whilst they may be in a more generalist role now, they may have been more specialist in the past and you want to feel confident that they’ll be able to pass on the knowledge you need.

3. Personality traits/ culture fit

The rapport you build in an interview can be a good indication of whether your future manager is going to be a good fit, however, one interview is not always enough to judge this, particularly if it wasn’t a one-on-one interview. Don’t be afraid to suggest a coffee catch up or further interview if you want to get a better sense of who they are. And do some digging! If there is the opportunity, ask other members of the team what he/she is like to work for. See if there are any recommendations on LinkedIn and have a good read through them – you can often pick up quite a lot from the adjectives people use to describe someone. And see if you have anyone you know in common, that you might be able to get a steer from.

4. Specifics – flexible working

Many companies now offer flexible working, but there are others where’s it’s still discretionary and falls to what someone’s direct manager will allow. If you have responsibility for your children’s pick up from school or daycare on particular days or are hoping to work one day from home due to a long commute, then you need to make sure you check what your future manager will allow. It may be that you need to earn respect and trust that you’ll get the work done before asking for too many concessions, but you need to find out your managers views and the companies’ policies before signing your contract.

Whilst it may feel intimidating to ask questions of your future manager during the interview process, how they react to those questions and the answers they give will say a lot about what they will be like to work for. Transparency should start at the interview process, it should be encouraged and forms the basis for any “Perfect match” .

Give your workspace a fresh new look for 2020

Mon, 27 Jan 2020 11:04:13 GMT

Take a moment to clear your desk from all the unnecessary papers, receipts and coffee mugs. Study after study has shown the downside of a cluttered environment and how it restricts your brain's capacity to focus on information. So the new year is the perfect time to give your workspace a fresh new look.

Once it’s all clear assess your workspace – what does it need to be more effective? How do you make it more appealing?

Invest in a plant
There’s no denying that plants make a workspace look nicer but there’s also some great health benefits too. A study from the United Kingdom found that bringing plants into the workplace not only increased productivity by 15% but also increased concentration and workplace satisfaction.

Treat yourself to some new stationery
January sales are on so pop to your local Typo or Kikki K and delight yourself with a snazzy new pen holder, notebook or pen.

Make yourself a photo calendar
Make your workspace more personal, stats show that employees are 25% more productive than those who must work in a more sterile space . Why not create your own desktop calendar featuring some of your favourite photos or using inspo quotes and create one for your colleague! Websites like Snapfish are great for this.

An oil diffuser
An oil diffuser is a great investment to boost moods and concentration levels throughout the day. Lavender oil, for example is claimed to have many health benefits, with aromatherapy practitioners using it for anxiety, restlessness, and also depression.

Stay hydrated
Did you know being just 2% dehydrated can influence your mood, lead to fatigue and considerably reduce alertness? Treat yourself to a new water bottle to ensure that you’re staying hydrated throughout the day!

Office ergonomics matter
What can you do to be more comfortable – do you need a footstool, stand up desk or a new chair providing better support? A comfortable workspace will make you more productive and reduce stress levels.

Your office should be a space that inspires and energizes you, so it's well worth the time, thought, and investment. Let’s have a fresh start - not only for the beginning of the year but the decade! Happy New Year!

Is a 4 day working week the way forward?

Mon, 27 Jan 2020 04:12:29 GMT

A continued topic of conversation in the office has been discussing the advantages of the 4-day working week. That might be because we are still slowly but surely settling back into work after the holiday break, but after second thoughts … could this really be the new way forward?

Yes, this would be a big challenge of the norm in the advertising and marketing industry, with many marketers claiming that the long hours are necessary, but study after study shows that when we lose work-life balance, everyone suffers the consequences. There have been many articles circulating about this topic, so could the 4-day working week really help and encourage a healthier work-life balance?

Aussie Digital Agency ‘Versa’ took on the challenge and decided to close their doors every Wednesday. In a 20-month experiment, the agency extended their working days to achieve their normal hours of work a week, but over a 4 day period. Research shows that ‘Work overload decreases productivity by 68% in employees who feel they don’t have enough hours in the day to complete their tasks’ . So, the longer days could help, especially in busy agencies with deadlines, where employees find themselves staying later into the evenings most nights anyway. Another figure from research into work-life balance showed that in 2019 ‘26% of work was done outside of normal working hours’, so this supports the extension of hours but gratitude with a reward of a mid-week break!

Vera implemented there to be no client meetings, no deliveries and no pitches to clients to be arranged on a Wednesday and also no expectation of checking emails. This surprising Figure shows that 'the average worker spends approximately 22 years of their 45-year career in meetings' – now that defiantly makes you think about whether this time could be prioritised doing something different or whether that meeting was ever needed in the first place! As a result, Vera saw huge changes in the workspace, with productively soaring within their employees, but also saw a rise in profit!

The benefits of this argument which we have seen in most articles is that researchers believe a 4-day working week will keep our productivity levels on a continued high. We arrive in the office ready for the week on a Monday, which is always a busy day, checking emails and calling clients, which can continue through to Tuesday. But sometimes by a Wednesday, we can hit a bit of a lull.

So, could this be the end of hump day and all the related memes? That feeling of nearly there but still so far away from the weekend, but instead a well-deserved rest day. We are then ready to be back in the office on Thursday, fresh-faced and prepared to tackle the rest of the week

Work life balance. When you need to put life first.

Wed, 27 Nov 2019 11:10:22 GMT

Returning to work after my father passed away has made me reflect on how we handle grief in the workplace.

Losing my Dad was not sudden, MND and Frontal Temporal Dementia had been stealing him away from us for the last 12 months. So my experience with grief has been a gradual one.

When he was diagnosed in February this year, I made the decision to pull back from work at iknowho to spend time with him.

I chose to work from his home – I even took him to a candidate meeting once (he sat in the car outside) – all so I could spend time with him. It was a win/win situation as he enjoyed watching me work. He liked to hear about what I was working on and who I was helping.

I was grateful for this time and the flexibility my team encouraged me to take.

I was transparent with our clients and candidates – explaining that I may not be as responsive to emails or calls. I took on only the work I could manage. I passed work to colleagues or we turned work away. This new style of working lasted around five months before Dad passed away. I was grateful that I pivoted my life towards the grief rather than losing myself in work.

I know I was fortunate to be in a position as the boss to take this time – I know that if I worked for someone else it may have meant resigning to take this time to be with Dad. So if you’re not the boss I encourage you to chat to HR re taking some owed Leave (carers or annual leave) by way of shorter workdays. Looking at ways to even reduce hours and pay for a period to allow you the flexibility.

The last year taught me this about navigating grief in the workplace…

Talking openly and acknowledging my grief allowed my team to truly support me.
Rather than someone asking how can I help? The most helpful were those who just did something …turn up with a cooked meal, a thoughtful handwritten card or sending some well-timed flowers.
The support prior to a loved one passing is equally, if not more important than after their passing.
I said no to work social events that weren’t absolutely necessary – I knew this time was short so I prioritised knowing that soon it will all be over. I have no regrets.
Showing my vulnerability to my team strengthened our bond
“No one shoe fits all approach”, what I needed was a flexible work arrangement rather than a set number of days “bereavement leave”.
If you’re a manager I encourage you to pro-actively come to your colleague who’s navigating grief with a flexible work arrangement or suggestions on how the business can be supportive
Financially it wasn’t a good decision but my heart is full and I think long term that matters more to one’s happiness.
Coming back to work can be a really good thing for grief - I valued the lightness of coming into work, the normality…a space where I could be in control and doing what I love to do. So if a colleague wants to return quickly don’t stop them as it may be just what they need – perhaps encourage them to plan a short break around 6-8 weeks after returning to look forward to

I’m now back to work – grateful for the unwavering support my team and clients provided me and I’m ready to pay them back in spades.

Transitioning from Agency to Client-side.

Mon, 25 Nov 2019 11:54:09 GMT

With such a positive reaction to our blog 'Making the switch from Agency to Client-side', we thought we'd follow it up with an interview with someone who has done just that! After 15 years in agency, Gemma Cadwallader talks to us about how she made the transition and what it's like to work Client-side at Allianz.

What were some of the motivations behind your switch to Client-side?

I had been told for many years that the work-life balance was healthier Marketing side and it was something that I was increasingly thinking about. I had been very fortunate in my Advertising career to have great Managers that provided the flexibility that enabled me to work in an Agency whilst being a sole parent to a lively 7 year-old. However, because I was in client service this still meant that when my son went to bed I opened up the laptop and started shift two!

Between work and parenting, there was little time (usually none) to do for chores, personal admin or have ‘me’ time during the week. I swam before work to keep me sane rather than to enjoy the activity. After 15 years working at Agencies, I realised that I was ready for a new chapter within my career and a change in my home/life routine.

I decided to be open to other opportunities and when Sheryn put me forward for a three-month contract role at Allianz I leapt at the chance – albeit with a bit of coaching from Sheryn! The contract role was to deliver a major integrated campaign, something that I had done many times in the past – I just had to do it from the other side.

How did you find the transition and what were some of the challenges you faced?

I found the transition surprisingly easy. I felt able to get involved and add value from the very first week, there are a lot of transferrable skills – project management, fiscal management, strategy, people management, industry knowledge. I had always worked at Agencies that pushed the boundaries by doing new and different things so I had a lot of experience of having to find a way to do new things – I think that ‘can-do, will-do’ attitude stood me in great stead.

What would you say are the biggest differences between Agency and Client-side?

The biggest difference is being part of the end to end planning process. I thoroughly enjoy working with the business to shape the Marketing Plan. It’s good to be close to the end results – seeing the daily sales figures coming in, making plans to optimise in real-time and having access to a wealth of specialists within the business including research and insights. It’s also good working with a broad Stakeholder group to design campaigns and propositions to take to market.

Are there things you miss about working in an agency?

The free wine! I’m in a very fortunate position that I work purely on campaigns and so I am immersed in the creative work on a daily basis which I am passionate about. I thoroughly enjoyed my many years in Advertising, I met the most diverse and interesting group of people, learned so much and made many lifelong friends. I wouldn’t go back and change a thing but I’m thoroughly enjoying this new chapter.

What advice would you give others who are thinking about making the switch?

If it’s the right time for you and you think you’ve done your time in Ad Land then I thoroughly recommend joining a Marketing Team (even for a short contract) and giving it a go. I certainly found taking a three-month contract less daunting as I was able to test the waters and determine between my employer and I if I was the right fit for the role. Look at an area where you already have experience so that you can also apply industry experience to your new role. I had a lot of Financial Services experience from working on financial accounts and that helped when I joined Allianz.

I am now coming up to my one year anniversary at Allianz and I can say in all honesty that I love my job and the team of people and partners that I work with. I genuinely look forward to the week ahead. I’m challenged every day which makes me happy but most importantly so is my little boy because when I’m with him I totally switch off from work and I’m present in the moment.

If you would like to have a confidential chat, get in touch with us at iknowho, and we will be happy to share our industry knowledge, and answer any further questions you might have.

Manage others the way you would like to be managed.

Thu, 26 Sep 2019 04:49:48 GMT

A few insights for those who are stepping into their first-ever managerial role.

Having worked placing candidates within creative agencies for the last four years, some of the talented people I placed in Junior roles back in the day are now stepping into management positions.

This is an exciting and potentially daunting time and I thought it might be a good opportunity to share some of my experiences talking to candidates about their preferred way to be managed and hopefully provide a little insight.

Learn to let go.

I hear this one almost daily. Micromanagement is a sure-fire way to demotivate any staff member. It can leave your juniors feeling belittled and in extreme cases, powerless in their working environment. It also goes against the entire reason you have a junior report, to take work off you, not create more work for you.

How do you know if you are doing this? Learn to let go. Have faith in your junior(s) when delegating tasks with an expected ETA and instructions then sit back and let them do their job. Feedback is important once they have completed the task and if you need to give criticism make sure it's constructive and also coupled with some positives to boost their confidence. If you don’t see improvement moving forward you may need to look at the way you are briefing or delegating and ensure they are understanding your instructions. Remember not everyone receives information the same way!

Communication is a two-way street

You may need to use a bit of trial and error when determining the most effective way to communicate with your junior report. Is it a weekly or daily catch up? Is it face to face or a written task list?

Communication is key and making sure you are using the best methods to avoid any confusion is important. Investigate what you find to be most effective and then make this into a routine. Constancy is just as important as the communication itself.

Be approachable

You can’t schedule all communication; there will be times that sh*t hits the fan and you will need to be there as support if the situation is elevated. This requires you being approachable, so your report feels comfortable putting their hand up when things aren’t going right. This means you will have the opportunity to help them get back on track before the damage becomes long term and then the finger is pointed at you because remember, ensuring they are doing their job correctly is your job!

Celebrate the wins

As well as supporting and being approachable during the hard times it’s super important to celebrate the wins and promote positive reinforcement with your team. This can be anything from a “job well done” pat on the back, an email sent around the office praising their efforts, to a team lunch to celebrate and also bring everyone closer on a social level.

Remember you are their manager, not their friend

Boundaries in this relationship are very important and while we encourage healthy working relationships, in the early days it’s best to maintain a professional relationship. As time, trust and maturity grow you can begin to share more personal parts of your life but always maintaining your professionalism. This will have a direct impact on your juniors’ level of respect for you as a manager.

Know when to say no

There’s being approachable then there’s being taken advantage of. If you are too lenient on your report some (not all) will take advantage of this. This includes annual leave days, flexible working arrangements, punctuality and general fulfilments of the role requirements. If you are noticing a consistent lack in this, you may have to use your management authority to remind them of their job description.

To follow protocol, we suggest a face to face catch up to humanise the experience. Always make note of this in your files in case you need to reference in future. Failing improvement, you can move to a written warning and then followed by a performance management plan. Work with HR or senior management to put this in place.

Know who to ask when you don't have the answers

There may be moments when you don't know the best way to support the people you manage, and that's ok! Just make sure you know where to turn. This could be as simple as asking your own manager or HR team.

Alternatively, you may find the need to contact an external organisation with specialist knowledge. This could be as easy as calling your chosen recruiter for market-specific recruitment advice, or maybe an organisation such as Black Dog Insitiute, an organisation iknowho partner with. They provide free resources to help you to spot early signs of mental health issues and promote wellbeing within your team.

Overall, if in doubt remember back to your early days and those managers who had a positive impact on your career. You have the chance to make a real difference in this person’s life so even if your previous experiences weren’t that great – to quote Gandhi: “Be the change you want to see in the world”.

For any further information or advice contact iknowho for a confidential chat.

Sleep Hacks to Increase Your Energy, Productivity and Creativity Levels

Sat, 27 Jul 2019 11:24:28 GMT

Do you often leave the office feeling exhausted, zapped of energy, or as if the working day has taken your ‘best hours’? We’ve all been there, but did you know that there are some easy ways to increase your productivity, resilience and energy levels? Best of all, you can do it all whilst you’re sleeping.

Recently, I attended a great session by Chelsea Pottenger , Director EQ Consulting Co, on the sleep hacks that can make positive impacts on our lives. I was surprised to hear that an estimated $18 Billion is lost annually in productivity in the workplace due to sleep deprivation. Research also shows that 4 in 10 Aussies get insufficient sleep either every or several nights per week.

But how much is enough?

It’s not uncommon to get 8 or 9 hours sleep one night only to still feel tired the next day, which can be pretty frustrating! Whilst the amount of hours you spend asleep is important, it’s the quality of sleep that actually makes a bigger impact. Chelsea highlighted a few key sleep hacks that we can all start using to make sure we are getting the most out of our ‘zzz’s’ each night:

1.Screens

Viewing screens increases our alertness and disrupts our melatonin production. In other words, the light produced by the screen, be it a TV, computer, iPad or phone, tricks our bodies into thinking the sun is up and it’s time to get up – definitely not ideal for when you want to get some shut-eye. To combat this, try switching off screens at least 30 mins before hitting the hay.

2. Coffee

That afternoon coffee you’re having to power your way through the last of the days' to-do list could be the thing that is impacting your sleep most of all. Whilst you may not necessarily feel the effects of an afternoon coffee and fall asleep easily, it can still affect the quality of your sleep. So, advice suggests it’s best to avoid caffeine altogether in the afternoon and keep your caffeine buzz to the morning.

3. Wine

It’s not uncommon to have a couple of glasses of wine to unwind at the end of a long day. However as it turns out, any more than that could be having a big impact on our sleep. Chelsea suggests keeping wine consumption to less than two glasses an evening to give ourselves the best chance of getting that quality sleep we so need.

4. Temperature

Ever wondered why you might find it easier to fall asleep in a room that’s too cold rather than too hot? Well, your body needs to drop its core temperature to initiate sleep, and also to enable us to stay asleep; it might well be time to embrace a little more skin under the sheets.

So, why not give these sleep hacks a go and start reaping the benefits of higher energy, productivity and creativity levels in your waking hours.

If like me, you find learning about sleep and its impact on human physiology fascinating, then I recommend watching Matt Walkers Ted Talk, ‘Sleep is your superpower’ . Just don’t forget to power down that screen plenty of time before your head hits the pillow.

Chelsea also offers a fantastic sleep program to help people sleep deeply and achieve their goals.

Sleep tight.

Juggling the Demands of Parenting and Work, with Anna Bollinger, DDB's Planning Director

Sat, 27 Jul 2019 11:17:29 GMT

RHere at iknowho, we regularly talk to parents looking for a role which will provide the right balance between their home and work lives. We understand the shift in priority and change in demands raising a family can have. In fact, some of our best hires have been working parents – they’re committed, grateful and super organised…and have a level of resilience that often wasn’t there pre-kids (sleep deprivation will do that!).

With this in mind, we chatted to DDB's Planning Partner and mum of 3, Anna Bollinger. Anna told us how she juggles her precious time between home and work.
hashtag

So, firstly Anna, tell us about your little ones?

I’ve been blessed with a house full of rambunctious boys. Along with two male Kelpies and my husband, I have a three-year-old son and identical twin boys aged one-and-half years. It can become quite intense at times!

And a how about your role at DDB? Tell us about what you do there?

At work, they call me Anna the Planna’. I’m a Planning Partner at DDB Sydney leading the McDonald’s Australia business.

I’m sure you have lots to keep you busy! How does a typical day, juggling work and home, look for you?

This year, my husband and I decided to put equality in action. So, we both work 4-day weeks taking turns to spend a day with the kids to ourselves. During the rest of the week, the kids are in daycare or with grandparents.

I live in the outer suburbs of Sydney and so find my 50-minute train trip both a blessing and a curse. It’s an opportunity to do some deep thinking, wrap up emails or sort life admin, but it means I’m out of the house early and often home late.

To get through a busy week, I typically outsource as much as financially possible so that my energy is invested in the things I care most about – I don’t think I’ve been to a physical grocery store in over three years… it’s all delivered!

A couple of nights a week, we employ a “parents’ helper” (seventeen-year-old living across the street) between the hours of five and seven while I am commuting. Her role is to be an extra set of hands for my husband. Typically, she walks the dogs, helps feed and bathe the kids and gets dinner started for my husband and me. She’s a lifesaver.

What are the biggest challenges you face?

It’s always in hindsight that you appreciate what you had. In the instance of being a working parent, its time. Time is a luxury commodity I’m forced to use wisely.

I’m always learning how to prioritise, focus, find the magic in the madness and let everything else go. Everything that doesn’t matter, doesn’t matter. Like making the bed.

Raising twins, I‘ve quickly realised that I can’t possibly do everything, and I certainly can’t do it all well. If it’s not critical, I let it go; the un-mopped floor will wait, there will always be dirty clothes to wash, the mortgage broker will chase me. The best part of my days are always the moments spent on the floor cast into the role play of being “Spider King” while the other three are “super pups” ... (thanks Paw Patrol). Satisfaction is never found in ticking off my to-do list.

As a working parent, a sharp dose of pragmatism and perspective is critical to let go of the tasks that can be delegated and focus on what really matters. And if you’re not finding the magic in the madness, it all just feels too hard.

Are there any strategies you personally implement to ensure boundaries are not crossed and to create some balance in your busy life?

Here’s something true about parenting: you make it up every day… and consequently, most of your time is spent course correcting.

This mode of course correction is how I approached my return-to-work-hustle. Continual two-way conversation between my line manager, HR, and most critically, my partner. What’s working? What’s not? How can we work together to make things better?

A big ah-ha moment for me was recognising that while I’d been with DDB a couple of years before maternity leave, I felt less like a returning employee and more like a new starter. My relationship with the agency was not the same as when I left. I had changed. The way I worked was not the same, the hours I worked were not the same, and I had to adapt and re-learn a whole new operating method. DDB was there to help.

I experimented with achieving balance within every day – rushing to finish work and try and make it home for bath time. I ultimately found that adopting a full-tilt approach was most fulfilling and meant that I was present for both work and family at the times they needed. Full tilt means I focus heavily on work during workdays, but don’t touch a laptop or work email on the days that I am home. It’s one or the other, not everything all the time.

In what way does DDB support parents in the industry?

Flexibility and value.

Flexibility: The advertising industry is probably one of the most progressive in terms of flexibility and within that DDB has long been a champion of keeping women in the workforce. I don’t believe that any two working parents within the DDB Group have the same schedule.

From return date to negotiated days worked – initially I returned at three days part-time and after a few months adjusted to four days – to fluid hours to manage day-care drop-offs/pick-ups, to work from home days… DDB is always open to a conversation and taking a personalised approach.

Value: It’s my experience and belief that when you become a parent, you develop and hone a range of qualities/skills that adds to you as a human and in turn, an employee. To name a few:

Confidence & problem solving – Giving birth and raising a tiny human means you can do anything. Creative problem solving becomes not only your job, but your way of life.

Maturity and Focus – You approach your work with greater purpose. You only have time for what is most important. You make faster and better decisions because you don’t have the luxury of time to deliberate on the inane. Parenting teaches you efficiency, time-management and multi-tasking on steroids.

Perseverance and Resilience – Raising a child is a daily practice in keeping cool under pressure and remaining a functioning adult under extreme conditions (sleep deprivation, heightened emotion and exhaustion) i.e. the typical pitch scenario!

Insight and Perspective – Your world gets bigger and you understand people better. As a parent, you are constantly meeting people from surprisingly different walks of life and sharing in their experiences, just because your kid smiles at them. All that texture adds insight and perspective to what we do.

DDB’s management recognise and value this shift, and far from being a workplace weakness or something to apologise for, I feel I can make parenthood my power.

Finally, what advice do you have for parents struggling to manage the juggle of the demands from work and home?

As mentioned above – keep course-correcting and find the magic in the making.

With young kids at home, there is so little time left in life to spend on things that satiate me as an individual. So, work has to be that thing that puts a fire in my belly. It has to be worth me spending time away from my kids for… and that’s about both the quality of work and surrounding myself with good humans who care.

iknowho has been working with DDB for over 10 years, placing more than 100 roles to date. To find out more about the agency, take a peek at their Instagram , Facebook or LinkedIn page.

You can also check out what our Senior Consultant, Beth Price had to say about preparing for maternity leave , and read more tips about heading back to work afterwards from iknowho's Director, Dene Gambotto.

Making the Switch from Agency to Client-Side

Thu, 04 Jul 2019 11:18:28 GMT

*Updated February 2022

Many agency-folk consider moving from agency to client-side at some point in their career. For many, it’s for better work-life balance, more flexibility, or just because they are ready for a new challenge or change in direction. Being an ex-agency girl myself who now recruits across agency and client-side marketing roles, I see this almost every day and wanted to share some tips for those thinking about making the jump to client-side.

The good news is that it is far easier to make the switch than it was ten years ago. There are a lot of ex-agency marketers in senior roles that have paved the way and know that agency candidates are typically hard working, good at multi-tasking, highly productive and very strategic. Whilst there are some facets they may not have had exposure to, more often than not they have the smarts to pick those things up, and quickly.

Use your sector experience to your advantage

Perhaps the easiest path to transitioning to client-side is through your sector experience. If your clients have been pre-dominantly FMCG, then it’s going to make sense to target FMCG companies; if you have worked on several car accounts then it’s going to make sense to try and cross over into client-side automotive.

I’ll caveat that with the fact that you also need to be passionate about that sector, as there’s no point switching to marketing a product or service that you don’t feel some connection with!

Work your contacts

Without trying to do us recruiters out of a job, network, network, network! Let those past clients know that you’re looking to make the switch to client-side, if you’ve impressed them and forged strong relationships chances are they would love to have you on their team or may know of a role going in another team that they could refer you for.

It’s also worth attending industry networking events, particularly if you can find ones that are specific to the sector you’d like to transition into. The casual conversations and business card swapping at the end of the event could lead to making a connection that later leads to a role.

Be realistic

Be prepared to take a sideways or even a backwards step to then go forward. Yes, you have a lot of great knowledge gained agency-side, but there are elements of a client-side role that you won’t have had exposure to, so be prepared that you may need to go for a slightly more junior role to begin with.

Depending on what level you are when you leave your agency, a great role to transition into client-side is as a Campaign Manager, which would be equivalent to a SAM or AD level depending on the scope. Corporates that have an internal agency setup are also good to target for obvious reasons. Brand and Senior Brand Manager roles can also be applicable, it just depends on the remit and how flexible the hiring manager is.

Be open to contract client-side roles

Another sensible route to client-side is to open yourself up to contract roles. Unlike agencies that tend to use freelancers for a spike in activity, holiday cover or to work on a pitch, many corporates hire contractors because of permanent hiring freezes, or simply because it’s a part of their employment strategy. Marketing contract roles tend to be more long term and can often lead to a permanent role, or they just keep getting renewed.

We have had contractors go into client-side roles for what was meant to be a three-month stint and one year later they are still there, with an offer of another renewal. The great thing about a contract role is that often hiring managers are a little more flexible about who they put in, so that ‘lack of client-side experience’ is overlooked in lieu of you being available and ready to go with great skills and the right attitude. It’s then up to you to prove how indispensable you are!

Use a recruiter to help make the change to client-side

Think about talking through your move to client-side with a recruiter (yes, I had to add in a plug at some point). A recruiter can help represent you to companies that they hold close relationships and trust with and can help represent your worth beyond what is on paper. There is the chance that a hiring manager may discard your CV because there is no client-side role in sight, but by involving the right recruiter, they can help bridge sell your strengths, motivations and cultural fit, giving you a better chance at making the switch.

Last but not least, you should think about revising your CV to be more ‘marketing speak’. Instead of talking about creative awards, talk about commercial results – what was the uplift in sales? How much did brand advocacy shift, how many click-throughs did the campaign generate? Look at what the role requirements are and think about how your experience can be expressed to best sell your agency experience for a client-side role. Talk in terms of your achievements – not simply your responsibilities.

If any of the above has made you think about wanting to have a confidential chat, iknowho is very well placed to help share our industry knowledge and answer any further questions you might have.

Reach out to myself or our Senior Talent Consultant Rachel Hart, we cover client-side recruitment and would love to see how we can help you make the transition from agency to client-side marketing roles.

sheryn@iknowho.com.au

rachel@iknowho.com.au

Do you know what you’re worth? The market has changed and with that, salaries across the board have seen an increase. Download both our 2022 Agency and Client-side marketing salary guides to find out if you’re getting paid your worth.

* Updated Jan 2022

Introducing Sau Wong

Wed, 29 May 2019 05:10:17 GMT

They say you should always be nice to the Finance Team if you want your business to run smoothly. Well, lucky for us our new Finance & Payroll Manager, Sau Wong , is just lovely! Not only did she come to the office on her first day with a homemade cake for morning tea, she is also a very experienced finance whizz, ensuring the iknowho accounts are in safe hands.

Now that Sau has had time to settle in, I took some time out of her busy schedule for a chat about her role at iknowho.

Sau, prior to starting with iknowho, you worked in big and small businesses across multiple countries; tell us a little more about some of your experiences.

Yes, I actually feel really fortunate to have experienced working in a very wide range of businesses, from multinationals right down to non-profit organisations. I started my career as a Trainee Accountant at Deloitte in London, and since then I’ve worked in other finance teams across the UK, Australia, Singapore and New Zealand. Over the years I’ve looked after the finances in the telecommunications, pharmaceutical, leisure entertainment and travel-retail industries. I even looked after the books for the Girl Scouts when living in Singapore. Most recently I was the Finance Manager for a contemporary dance company in New Zealand; I like to say this was a childhood dream come true - to be part of a dance company - I'm still yet to get the staring role though!

So, what do you now do here at iknowho?

As part of the team at iknowho, my role is to look after everything finance related. So, if numbers are involved, I’ll be working on it. I’m also responsible for chasing candidate timesheets, and of course, making sure everyone gets paid on time.

And, what are you most enjoying about the role?

I’m always happy when all the timesheets are submitted and approved on time! However the things that I really love is the diversity of the role, and the flexibility it’s provided. Everything I use online is stored in the cloud, so I’m able to work from home when I need to. With 2 young daughters and a Toy Poodle, this is a blessing! The team is great fun and very down to earth too.

When you’re not looking after the accounts, what are we most likely to find you doing?

When I’m not at work, I’m kept very busy looking after my family, organising social events (I throw very good parties!), going to dance classes or baking yummy treats. My speciality is definitely cakes, but I also make very good Chinese dumplings from scratch.

Sau is our go-to person for all finance and payroll needs. If you need to speak to her about an invoice, your timesheet, or maybe even to share a delicious recipe, send her an email or call the office on 02 8925 9200.

World Maternal Mental Health Day with Gidget Foundation Australia

Mon, 27 May 2019 11:41:40 GMT

Gidget Foundation Australia is an organisation ikno who actively supports. In recent years we have recruited the position of CEO on a pro-bono basis , attended multiple fundraising events and worked to share knowledge of the amazing work they do.

Today is World Maternal Mental Health Day, part of a global campaign to raise awareness of maternal mental health issues and draw attention to essential health concerns for mothers and families.

So, what better time to take some time out for a chat with CEO Arabella Gibson about the foundation and the importance of supporting new parents within our community.

For those who are not aware of Gidget Foundation Australia, can you let us know a bit about the organisation?

Gidget Foundation Australia is a not for profit that exists to promote emotional wellbeing for expectant and new parents and to raise awareness of perinatal depression and anxiety.

We work with parents, their health providers and the wider community to ensure those in need receive timely, appropriate and supportive care.

Who is affected by Perinatal Depression and Anxiety?

Across Australia, 1 in 5 new mums and 1 in 10 new dads suffer from perinatal depression and anxiety (PNDA). That’s almost 100,000 expecting and new parents each year.

Over 50% of new parents will experience adjustment disorders.

How does Gidget Foundation Australia support members of the community who may be at risk?

The Gidget Foundation’s programs include:

Gidget Emotional Wellbeing Screening Programs in hospitals
Gidget House, providing free psychological support (10 sessions) for families experiencing emotional distress during pregnancy and early parenthood.

We have Gidget House locations in North Sydney, Merrylands, Randwick, Queanbeyan, North Shore Private and The Mater Hospital.

Start Talking, providing free video call psychological support (10 sessions) to parents in regional areas experiencing emotional distress during pregnancy and early parenthood

Where should someone go to get support if they’re concerned for themselves or a loved one?

The Gidget team can help with information about accessing our range of support services on 1300 851 758.

A trusted GP is a wonderful support, as is the PANDA National Helpline 1300 726 306.

What is the organisation aiming to achieve in the next few years?

It is our plan to expand the Gidget House model of care nationally and to continue to reach more regional, rural and remote parents in need so that they can access our Start Talking video counselling service.

We are also working hard to drive awareness of perinatal depression and anxiety, to increase the broader community understanding and to educate expectant and new parents of the symptoms and risk factors.

In what way do you secure funding to support the foundations' work?

Gidget Foundation Australia primarily relies on the generosity of the community and corporate support through our fundraising appeals and events such as the Gidget Ladies’ Lunch and Bun in the Oven.

Some of our funding comes from grants including government grants and other trusts and foundations.

How can our audience get involved with Gidget Foundation Australia? Have you any events coming up?

As Mother’s Day approaches we are asking the community to show their support for the mums who are not ok.

By donating to Gidget Foundation Australia you can help ensure that expectant and new mums in need are able to access the support they need.

Another fun way to support our work is by holding your own fundraising event .

iknowho Team Up with Black Dog Institute

Mon, 27 May 2019 11:31:10 GMT

You, like I, are probably very aware of the increased interest in the mental health of our industry following the well-publicised results of the Mentally Healthy survey, conducted in 2018. If you haven’t already read my blog about the outcomes of the research, you can do here .

Like most of us in the industry, I was shocked, but sadly not overly surprised by the findings. Whilst we all recognise the undeniable need to act, many of us wonder where to start? Results of the survey indicated that individuals in the marketing, media and creative industries more likely to seek help from their workplace than from a professional. Hearing this, I felt it was important to be equipped to be able to offer colleagues support in future situations.

This year, iknowho have teamed up with Black Dog Institute to provide ongoing support to our industry. As mental health is such an important issue which all too often isn’t talked about openly, we hope to carry on the current conversation. Through this partnership, we will help build mentally healthy workplaces, provide valuable links within our community, and support research to help all Australians improve their mental health.

If you don’t already know, Black Dog Institute is a translational research institute that aims to reduce the incidence of mental illness and the stigma around it. They aim to actively reduce suicide rates and empower everyone to live the most mentally healthy lives possible; something myself and the team at iknowho fiercely champion.

Do I hear you asking how you can get involved?? Well, on Tuesday 28 May, Black Dog Institute’s world-leading mental health researchers will be sharing findings from current research being carried out in the field. In addition to this, we will also be providing an opportunity to hear from those experiencing first-hand how mental illness looks in our industry, as well as equipping you with takeaway tips and insights to use going forwards within your own team.

Guest speakers will include David Westgate , ex-Creative Director, Bipolar Businessman and Mental Health Advocate, and Associate Professor Samuel Harvey , Director of Discovery, Academic, and leader of the Workplace Mental Health Research Program at Black Dog Institute.

We’ll also be launching Emerge during the evening, the aim of which is to:

Allow professionals such as you and I to come together for open discussions regarding mental health, suggest our own initiatives and network
Improve mental health literacy and help make our workplaces mentally healthier
Help raise funds for mental health research and to support young researchers in the early years of their careers with the Black Dog Institute

The event is going to be held at Atlassian HQ in Sydney. If you and your team would like to join us, Black Dog Institute ask for a $50 tax-deductible donation per person. This money will help continue invaluable research into diagnosing, treating and preventing mental illnesses. You can pop your name on the guest list by registering here .

If you have any questions or would like to know more about the event, please reach out to Dene Gambotto or myself . Alternatively, you can reach out to Lewis Blomfield at Black Dog Institute .

I hope to see you there, and look forward to working together to help improve the mental health of our industry!

Thinking of moving on? How to know if you’re ready.

Sun, 26 May 2019 05:21:08 GMT

Your job can almost feel like a long-term relationship - it’s comfortable, you know the routine and you can do it with your eyes closed.

So, how do you tell the difference between being comfortable and coasting? Jumping ship can be daunting but what’s worse is not experiencing growth in your role and even worse, not seeing a future.

Here’s a couple of things to look out for if you are thinking the grass might be greener:

When was your last promotion/pay rise?
Do you receive regular reviews?
Do you have projects you are working on that excite you?
Is there anyone in the business that you look up to or feel inspired by?
Do you have a clear pathway of progression?
Do you feel challenged each day?

If you answered no to more than 3 of the above, then it may be time to start exploring other options. I would always suggest expressing your concerns to HR or your line manager before you start writing up your resignation though, as with clear communication there may be ways to implement positive change in your current role, plus your manager will be grateful you spoke up.

However, if you have already gone down this route and you haven’t seen any change then you are well within your rights to begin the process. The first step is being able to identify what your current situation is lacking. This can be related to the work itself not being engaging enough, lack of company culture, lack of training and development or to do with remuneration and promotion.

Once you have identified what part of the current role isn’t fulfilling your needs you can then begin your search with a clear idea of what you are looking for next. This will benefit you in being able to ask the right questions in early interview stages.

Now it’s time to dust off your CV. If you need any advice on this, speak to a trusted recruiter or consult a careers advisor. Also, ensure your LinkedIn reflects your CV and your photo is professional yet approachable.

Approaching the job search empowered by what you are looking to do next means you are in control. Feel free to approach companies you admire directly with a tailored introduction including why you feel you would be an asset to their team (be as creative as you like to catch their eye!). I would recommend working closely with 1-2 trusted recruiters who are specialists in your industry as they will be able to present options they know would be best suited, based on your skills and personality. Make sure to be upfront with them with what you are looking for. The benefit here is that they will be able to tell you if your aspirations are achievable and in line with your industry – I know we all want the highest salary and a waterfront office, but we do need to be realistic!

Lastly, don’t burn bridges. Be open with your current employer about the reasons you are moving on and reference previous meetings where your concerns weren’t addressed. If anything, this will mean you are leaving them with valuable information on how they can improve their business.

It will feel uncomfortable and almost like you are cheating at first but once you walk out that door and into a more suitable environment, trust me, you won’t look back!

If you need confidential advice on how your next career move could look, get in touch with the iknowho team today to discuss the opportunities available to you!

From Advertising Agencies to Recruitment Agency

Mon, 29 Apr 2019 05:17:01 GMT

Almost a year has flown by since Lead Consultant Sheryn Small joined the iknowho team from a successful career in Adland. So, we thought now was a good time to sit down and take a moment to reflect on her transition over to agency recruitment.

Sheryn, can you tell us a little about your background starting out in agency land?

After gaining a Bachelor of Communications in Advertising and Marketing I worked for a couple of small agencies until my first big break with Whybin Lawrence TBWA. Here I was lucky enough to work on the Nissan Automotive account. This seemed to set the tone for the rest of my career in Adland, as I ended up working on a lot of car accounts! Following this, I went to Foster Nunn Loveder where I spent 3 years working on Volkswagen and Sony which was probably the highlight of my agency career.

I then spent 6 years in London - 3 years at an Omnicom agency called Maher Bird & Associates, and then 3 years with a German agency called Scholz & Friends. I worked on a variety of sectors from automotive (Mercedes-Benz), music (MVC), retail (Tchibo) and FMCG (MasterFoods). I had an amazing time over there and was actually considering leaving the industry on my return to Sydney, as to be honest, I was a little burnt out. However, the pull was too strong and I continued working in advertising at a great boutique agency, working on Fiat (Cars again!) amongst other accounts.

At what point did you transition into Talent at Havas and what was the motivation to do so?

After the birth of my first child, Toby, I went back to DDB for a year. As much as I loved that year, it was tough juggling motherhood and a GAD role. So after the birth of my second child Layla, I took a contract role at what was Euro RSCG back then. It was actually a little by chance, as the Talent Manager left the business. She asked me in the interview what I was looking to do for the next 5-10 years, and I joked about taking her role. Well, about 3 or 4 weeks later she offered it to me! A little serendipitous; a case of being in the right place at the right time.

A talent role was always in the back of my mind as I’m such a people person. I always enjoyed the process of recruitment during my time in Account Management; I enjoy the psychology of people, so talent was always on the radar as something to consider.

What were the differences between working as a senior suit VS internal talent?

To be perfectly honest, when I went into my first internal talent role I thought the grass would be greener; I thought perhaps it wouldn’t be as stressful as being a suit. In hindsight, I can see both sides come with different challenges.

When you’re a suit the challenge is around delivering great work on time and to budget. You’re dealing with multiple departments, and juggling 1000 balls in the air. In talent, you’re still juggling and problem-solving but you replace being involved with creativity with being much more involved with the people and agency brand. It’s about building up an amazing culture in the agency to attract great talent to join the team. There is stress involved, as for example, any missing resource can increase pressure on the team as a whole. If that pressure gets too great, you may end up having more roles to replace! Equally, you need to find the right people, so it can be a real balancing act.

I think what I enjoyed a lot more in my internal talent roles was the exposure to the leadership team. Particularly once I was promoted to Chief Talent Officer I enjoyed being such an instrumental part of building an agency; coming up with initiatives to make the agency better and attract better talent. I absolutely loved that, and that’s something I would not have got from being a suit.

What was the reason for wanting to move to external recruitment and why iknowho?

I think for me, I had been in agencies my entire career and I felt I wanted to step outside of an agency environment. I felt like it was time to do something different and improve my work-life balance.

The reason for choosing iknowho was an easy one - I have known and worked with the iknowho business since returning from London. I actually met Dene before she started iknowho, and we stayed in contact once she started building the business up. iknowho actually placed me at DDB, so I was originally a candidate. Once I took on internal talent role at Havas I became a client of iknowho, and then, when I heard there was an opportunity to join the team I thought I’d love to go and work for iknowho.

The brand has a very similar set of values to me; valuing honesty and transparency in dealing with people - something I find really important. They were also one of my favourite recruiters I worked within internal talent, so it just made sense!

How have you found the transition from internal talent to agency recruitment?

I think there's a lot of similarities, but there have also been new areas to learn about and educate myself on. I’ve really enjoyed broadening my knowledge of the agency landscape in Sydney. There are a lot of niche agencies creating great work which prior to working at iknowho, I wasn’t overly familiar with. Transitioning into a role which also covers client-side marketing roles has provided me with some great learning opportunities and a fresh perspective too.

Other differences between internal and agency recruitment which I’m appreciating are being able to focus more of my attention on my candidates' needs by leaving the HR element of my last role behind, having the opportunity to work autonomously - I’ve been surprised at the real satisfaction that comes from this! Another positive adjustment has been working in a small boutique environment, building deeper relationships with my colleagues.

Importantly for me, the biggest and most positive shift has come from being able to create more time for myself and my family. I now have much greater flexibility in terms of hours and working from home, which has really helped me improve my work-life balance.

If you could give advice to people wanting to move into a talent role what would it be?

To utilise the connections you have already built during your career so far. Changing your career path is never simple, it takes a lot of dedication, will and patience. Be persistent. I’m a firm believer that if you want something badly enough you can make it happen.

If you're looking to transition into a new role, contact Sheryn , Brianna or Kahli today for a confidential chat about the opportunities available. Alternatively, you can view our live jobs here .

TOMRA Collection Solutions on Global Recycling Day

Thu, 28 Mar 2019 04:58:28 GMT

Did you know that Monday 18 March is Global Recycling Day? What better time to catch up with our partners over at TOMRA Collection Solutions to find out more about recycling in Australia. Helen Evans speaks to TOMRA’s Marketing Director, Martin Walters.

Tell us about TOMRA and what you do within the organisation?

Working in the beverage container recycling sector, TOMRA is the network operator for the Return and Earn container deposit scheme in New South Wales, which is where we started. We now have 10 modern recycling depots in Queensland too. As Marketing Director for TOMRA Australia, I cover both NSW and since last November, QLD as well. These are the 2 main markets in which we operate, covering 2 different government schemes; the Return and Earn scheme in NSW and Containers for Change in QLD.

In NSW we have over 320 ‘RVM kiosks’. RVM stands for Reverse Vending Machines, which is essentially what these machines are because you put your container in, and get money out, which is the opposite of a typical vending machine! They’re in places like Woolworths, Coles and IGA car parks, as well as at bowling clubs, golf clubs and other sporting clubs all over NSW. Plus, last month we also launched NSW's most advanced container recycling centre right here in Sydney - at 4 Paramatta Road, Granville.

In QLD the scheme is quite different. There we have 10 large modern depots, each with 9 RVM's, plus an express bag drop service and commercial bulk sorting. My role is to work across both these schemes, make sure people are having a good customer experience and ensure they feel the scheme is rewarding and working well for them. We’re also responsible for the communication all of the necessary user information on the RVM's. Beyond the financial benefits for the consumer, my role is to work out how to communicate the environmental benefits of both the schemes; how we’re improving and reducing litter, improving the overall beverage recycling rate, and how we’re starting to build an emotional connection between people and the schemes - rather than just a transactional one. We want people to know and feel they’re making a difference, and to emotionally connect with the purpose of the scheme, rather than just the financial reward.

We also have an objective here, and globally, to make TOMRA a household name, and to communicate what the TOMRA brand stands for. We’re a very purpose-driven organisation. We describe ourselves as a ‘for-profit company that does good things’, and we’re very purpose driven right from the top down; the Worldwide CEO Stefan Ranstrand is committed to helping the environment and reducing the inefficient use of resources. The whole idea of the circular economy is essential to TOMRA’s ‘why?’.

On Friday we’ll be launching the concept of ‘Clean Loop Recycling’ in Australia. This is TOMRA's language for the circular economy in respect to beverage recycling. In simple terms, this means we turn bottles back into bottles and cans back into cans. We’re committed to this concept because we can’t keep utilising our resources the way we currently are. Globally, only 2% of all beverage containers are currently recycled.

Thanks to the Return and Earn scheme and TOMRA's RVM's in NSW, we now recycle almost 60% of all beverage containers here - up from about 35% prior to the scheme commencing in December 2017.

What can we expect to see from TOMRA for Global Recycling Day?

TOMRA has two brand ambassadors: Tim Silverwood , Founder of Take 3 for the Sea, and Laura Wells , Environmentalist, Marine Biologist and Plus-Size Model. Laura has been recording lots of content pieces with us this week which you’ll see pushed out over social media next week. These cover lots of recycling tips, such as helping to clarify which containers can be returned through the scheme and which can’t. Other tips from Laura include making sure you take your lids off (they’re made of a different plastic, so they contaminate the recycling process) and remove straws. You can put these inside a larger plastic container and then put them out for kerbside recycling.

We are also launching a new 5-minute film as part of our series of films called ‘ TOMRA Presents ’. This series covers inspirational stories of people who are out there, doing their bit to make a difference; being part of the solution, not part of the problem. Our new film is about the Seabin project - a uniquely Australian invention from a couple of surfers which has now gone global. The concept is that we have rubbish bins on land, so why not in the water too?

Australia's first official Seabin has just been installed in Darling Harbour and was sponsored exclusively by TOMRA. It uses super-cool technology to suck rubbish off the surface - bottles, wrappers, plastic bags, rubbish etc. which are then removed from the water. We are now working on how to recycle the material we capture. The film will be launched on Friday 15 March on our website and across a range of social media channels including myTOMRA Australia , Take 3 for the Sea and The Seabin Project .

What’s one small thing we can all do to make a difference?

Firstly, you can start by saving up your eligible beverage containers to put in a Return and Earn reverse vending machine near you, rather than putting them in your yellow kerbside bin at home. Secondly, you can definitely Take 3 for the Sea . This is a simple concept: when you go to the beach or the park, take 3 things away with you which you didn't take there. There’s a good chance one of these may be a beverage container, so you can keep a bag in the back of your car and drop them at a return and earn kiosk when you pass one. You can donate the 10 cents you earn if you don’t need it yourself.

For more information, head to mytomra.com.au or follow TOMRA on Facebook for regular updates.

You can also download free MyTOMRA app to find out more about recycling machines available .

Stay Positive - You Are What You Think

Wed, 27 Mar 2019 12:02:35 GMT

Some of you may have recently read an article by our marketing guru Helen Evans , reflecting on the statistics of the mental health of the advertising and media industry .

I personally have experienced my own highs and lows working in the advertising space, however, a change in sector doesn’t mean I’m immune to the pressures of work and life. Something I have recently researched is the power of positivity and how it is connected to success in business, home-life and wellbeing.

It’s an incredibly simple concept but one we often forget to embrace or put into practice daily. Now I’m not saying don’t feel sad or down at times, all emotions are important and valid but what are you doing with them? Are you ignoring them, repressing them, or as the study would suggest drinking through them?

In order to improve and grow your positivity, practising gratitude is a great exercise. This means being grateful for even those more uncomfortable emotions, as they are the ones that are teaching us what NOT to do in order to continue moving in the direction that makes us happiest. It’s easy to fall into a negative mindset focusing on what you don’t have rather than what you do and changing this perception is a simple shift that you can actively do daily.

Here's a quick example:

A person is being difficult and demanding, making projects harder than needed.

Negative: I can’t do it, it’s not fair, I hate my job – This is a victim’s perspective!
Positive: I am grateful for the learning opportunities I can take from this situation. However, I also trust my boundaries and know when I need to stand my ground in a positive and respectful way.

No matter what happens with the person you are dealing with you can learn from the experience, generating positive emotions from the uncomfortable situation and in-turn attracting the right energy for you and your business.

So, how do you maintain that positive mindset as much as possible? Get grateful each morning! Make a practice of writing down all the things you are grateful for. This can be more than just family, friends, your dog. Get right down to things like clean water to drink and a bed to sleep in… remember not everyone has that (no guilt trip intended). Perspective is everything.

The best thing about being grateful every day is you will naturally vibrate positive energy which in turn returns more positive energy. Surround yourself with other positive people and stay mindful. By watching the external factors that have a negative impact on your mood, you will start to be able to navigate your daily path to avoid those things or lessen the impact they have on you as you become more resilient.

Tips and tricks include:

Listening to positive music, podcasts, e-books etc.
Writing in your gratitude book daily
Doing more of the things that make you happy
Don't push away negative emotions; embrace them and let them pass
Avoid negative energy and people
Sleep and eat well; nourish the body as well as the mind
Be kind to yourself
Try new things and keep learning about yourself
Smile – it is almost impossible to maintain negative thoughts when you keep your eyes above the horizon and plaster a smile on your dial! It’s a physiological thing!

Now, how about a 30-day challenge? Are you up for it?

Every morning wake up and state one thing you are thankful for beginning with the letter A and move through the alphabet. It will make you think! That’s 26 days – so for the last 4 days, choose your favourite gratitude and expand on why you are grateful. It will be a happy month!

ikno who consultants support positive jobs for positive lives. For advice on what else you can do to improve your work day, get in touch.

The secret to happier work….

Wed, 27 Mar 2019 11:56:48 GMT

My bestie happens to be a Clinical Psychologist… I know how lucky am I? She’s always so good at sharing interesting links, articles and videos with me on happiness (particularly in the workplace). She recently introduced me to Shawn Achor and his studies into what makes people happy at work.

I’m naturally a glass half full kind of girl, but doing the work that I do I often meet people who’ve lost their optimism or their job satisfaction is affecting their personal life negatively. It got me thinking do jobs make us unhappy? Or do we?

Achor has written multiple books and his TEDx talk has over 19 Million views. He found that “90% of your happiness is determined by the way your brain views the world and not by the external world”. So, take a break from scrolling LinkedIn or Instagram and watch this short talk on the link between happiness and productivity.

A Breath of Fresh Air

Wed, 27 Mar 2019 11:46:05 GMT

Finding fresh motivation and inspiration can be hard sometimes. I mean, all those online quotes and memes are good to a level, but then what? From time-to-time we all need a change of scenery and the opportunity to engage with new people, face-to-face, who can provide a different perspective to that of our own.

As mentioned in previous blogs, one way I like to provide myself with a bit of a boost and some fresh energy is to get out of the office to attend different talks or events in our city. Having the opportunity to meet people who’s path may otherwise not cross with my own is exciting! Although it can sometimes be a challenge to make time in a busy schedule, giving ourselves the opportunity to connect with others and potentially gain valuable motivation and inspiration is ALWAYS worth it.

Last week I attended Creative Mornings in Sydney for a dose of inspiration and motivation. For those of you that haven’t heard of Creative Mornings , it’s a monthly breakfast lecture series operating in over 200 cities worldwide. It’s free to attend and you can expect to enjoy fresh coffee and delicious breakfast foods whilst listening to a talk on a global theme. This months theme is ‘Water’.

Whilst I was really interested to hear from Marine Scientist and Underwater Photographer Lucas Handley thanks to personal interests, I didn’t consider how relevant his talk would be to us office-dwellers. So, as you can imagine, I was really pleased to walk away from the event with some unexpected practical tips on dealing with stress and anxiety in the workplace.

Along with explanations about projects he’s worked on, stunning imagery and thought-thought-provoking videography, Lucas’s presentation focused on the challenge of retraining our minds and bodies to anticipate and relax through periods of stress. As a free-diver, this is critical to his work; panicking just isn’t an option when you’re over 20 meters underwater! However, his approach can also be taken to other uncomfortable situations we all find ourselves in. If we re-contextualise fear, break down impulse and plan for anxiety in our everyday stressful lives, Lucas believes we can learn to relax and appreciate the environment we find ourselves in, resulting in us feeling more positive about our experiences.

The difference is how we approach and react to situations. We need to understand discomfort and learn how to move through it. Using audience participation and an example of holding our breath - something Lucas is very familiar with - we dissected the reasons for deciding to breathe in when physically we are able to hold our breath for much longer. Initially, it seems we were focusing on the negativity of the situation; the discomfort, the willingness to fight this discomfort and the impulsive reactions it provokes. We let fear and anxiety come over us as we reacted emotionally. This is because the more we don’t like something, the more we focus on it. Then creating even more stress, tension and anxiety in turn.

So, the alternative? Recognise the discomfort and contextualise the anxiety we feel. This is done by using logical thought. By breaking down the information you have available and choosing to be in the situation we can start to relax, own the situation and move through the discomfort. With the example of holding our breath, Lucas fitted a volunteer with a device to measure oxygen levels in her blood. This only dropped from 99-97%, providing the knowledge that she didn’t physically need to take a fresh breath in. She was also provided with a positive distraction to the discomfort in holding her breath by walking through the room and drawing an image for us all to see. This shifted her attention away from the negatives of the situation. By recognising it, contextualising it, understanding and embracing it, we can move through our fear and own a situation.

If you’re keen to know more, visit the Creative Mornings website . Also keep an eye out for the video of Lucas’s talk, which will be up soon!

Artificial Intelligence and CX

Tue, 26 Mar 2019 11:19:58 GMT

I can’t help it; when I hear ‘Artificial Intelligence’ I still immediately think of robots. The friendly kind, but robots nonetheless. Now, I realise this isn’t what AI is all about, but I, like many others, still do not understand this large, daunting, and ever-growing field. For example, did you know that data has now overtaken oil to be the most valuable resource we can get our hands on? I didn’t, but on hearing this, I realised I needed to learn more, much more.

I decided to do something about this lack of knowledge. This morning, thanks to IBM Watson’s AI Inspiration Series , I learnt more about AI and how it’s being used to huge advantage in the marketing industry. I was in good hands, with presentations from Gus Quiroga, AI Leader A/NZ, Watson Customer Engagement , Jeff Clark, Chief Strategy Officer, MicroChannel and Alexander Mahr, Head of Strategy, Watson Customer Engagement AP , as well as an insightful discussion panel featuring Jonathan Waecker, CMO, The Warehouse Group (New Zealand’s largest retail group), Oliver Rees, Chief Analytics Officer, Virgin Velocity Frequent Flyer and Michelle Rappaport, Head of Member Marketing & Communications, HCF Australia .

AI can capture data, segment your audience, unify systems and personalise your output. It can identify, understand, fix your CX problems and even suggest how to go the extra mile to really please your customers. Now, this all sounds a bit scary, but when you break it down it’s actually really achievable; even on a small scale.

So, here are my key learnings:

It’s all about data. Obviously.
Therefore the quality of your AI will be reliant on the quality of your data. AI is only smart if you feed it the right data, and then give it time to learn. Often the first step in introducing AI to your marketing strategy is to clean and streamline the data you already possess. Make sure your data is all in one place, ready, useable and relevant to your customer's needs!

Start small.

You don’t necessarily need a huge budget or massive customer base for AI to make a positive impact on your marketing activities. Understanding your customers better, finding one reoccurring customer journey error or optimising your eDM subject lines could result in more successful campaigns and better CX.

Sell into the threats in your business.

Find a small problem to fix; even a 1% difference can provide savings for your organisation and therefore a dollar value to report to your finance team. This is likely to make them kinder when you ask them for the budget towards the next stage of your AI project!

The intelligence may be artificial, but your audience is not.

Remain customer-centric and know your value proposition. Learn about your customer; what matters most to them? For example, Rees talked about the importance of redeeming rather than earning Frequent Flyer points, and how this is a key driver for members of the program.

The weather and traffic can make a difference, so use it to your advantage.

This is the role of hyper-personalisation which can be achieved through IBM WeatherFX , location services and local traffic data. Using this type of data can enable your marketing team to create up-to-the-minute timely ads and content. A good example of how this could create a great customer experience is in the travel industry where such insights can provide an opportunity to go that extra mile and recommend your customer leave extra time to get to the airport as the rain is causing traffic jams.

There are some issues.

One such issue discussed was how to use AI to create personalised, targeted messaging without narrowing your information so much that you miss out on demonstrating the full depth and breadth of your brand and market offering. A good example made in reference to this was about customers who purchased toilet seats (or other rarely purchase goods) from The Warehouse. Once the loo seat has been bought, the customer doesn’t want to receive ad after ad of others available! Whilst being a recent purchase, this doesn’t reflect their typical buying behaviour, so retargeting ads are pretty pointless.

Finally, the robot thing really is real.

Connie works for Hilton Hotels, and she was arguably the first AI-powered concierge bot - Go Connie!

For more information on AI and how it can help you improve the CX of your brand, take a look at IBM Watson .

Introducing Youngbloods

Tue, 26 Mar 2019 05:35:44 GMT

Here at iknowho we love meeting the faces of our industry. From Senior Marketers and Senior Account Service Professionals through to those starting out on their career path. Meeting people is after all, the core of what we do!

Youngbloods is a great initiative from the Communications Council for those younger members - the under 30’s - of the advertising, marketing, media and communications industries.

Recently, I sat down with the Co-Chair’s of Youngbloods NSW for a chat about the organisation and their plans for 2019.

Firstly, tell us a little bit about yourselves and how you became involved with Youngbloods NSW in the first place?

We’re Isabella Rigg (left), a Senior Account Executive at Traffik in Sydney and Krystina Batt (Right), Account Manager at M&C Saatchi, Sydney, and we’re the new Co-Chairs of Youngbloods NSW.

Initially, we both became involved in the organisation when we were at university, and during our very early days in the industry by attending some of the events organised by Youngbloods. Then, in early 2018 we were inspired to join the committee. We're now thrilled to have been appointed co-chairs and have a real opportunity to make our mark!

Can you give us a bit more of an understanding of Youngbloods? Who are you and what do you do?

Youngbloods is an industry body with the sole purpose of supporting young people getting started, or in the early stages of their career, in advertising and creative industries.

We’re all about empowering young people to get their foot in the door and excel in their careers (and have fun while they’re at it!).

How do new people join Youngbloods, and what can they expect from the membership?

Anyone under the age of 30 working in advertising, media, marketing and communications is welcome to become a Youngblood through our free sign up . Through this, it’s really easy to keep up to date with what's going on, and by following us on Facebook too.

Our members are invited to join us at our bi-monthly events that focus on developing career skills, networking and socialising. In the coming months, they will also have access to exclusive content and support resources - this is something we’re excited to currently be working on as a committee!

Whilst our events have a natural skew towards those in the Advertising industry, they are open to anyone who wants a dose of creative inspiration, or an insight into how the industry works, no matter their background.

What will Youngbloods be focusing on this year?

This year we have a big focus on mental health. Last year Youngbloods NSW were key supporters of Mentally Healthy - a survey which looked into the mental health of the Creative and Advertising industry’s. As a community, we are committed to using the findings of the survey to positively shape the conversation around mental health, particularly with those new to the industry.

We also hope to continue the momentum started by our predecessors in building a platform that is a trusted and fundamental tool for young people in the industry. So, at a national level, we're working closely with the Communications Council to provide more tangible support and learning opportunities for those new to the industry. With a vision to offer more than just events, Youngbloods are keen to share expertise across the states, with a unified focus on hot topics like mental health and mentoring.

Can you tell us what’s coming up in the Youngbloods Diary?

We’re currently in the final stages of organising our first big panel event for the year! Stay tuned for more details in the coming weeks.

For more information on how you can become involved in Youngbloods, from membership to mentorship, you can contact:

Krystina Batt
Co-Chair, Youngbloods NSW

krystina.batt@mcsaatchi.com.au

Isabella Rigg
Co-Chair, Youngbloods NSW

isabella.rigg@traffik.com.au

City of Lights... That Never Sleep

Wed, 27 Feb 2019 12:06:07 GMT

Following on from our last blog which discussed the impact of social media on our mental health, this week in the iknowho office we’ve been discussing screen time, and the effects this has on us. We know the number of hours spent staring at our phones, computers, iPads and TVs is increasing, but how are those late night social scrolls manipulating our precious sleep time? What about the larger, long term side effects of our illuminated lives? Also, what can we do to counteract this impact?

Thanks to a lot of recent press on the issue, we are all too aware that we are soaking up way too many electronic waves from the devices we are constantly starting at and the electronically lit environment in which we live. This artificial light manipulates our body’s biological clock - the circadian rhythm - which in turn disrupts our sleep patterns. Primarily, it’s the blue wavelengths being emitted that cause this issue.

Now, the evidence says we don’t necessarily want to block these wavelengths out at the same level during the day, as they can be beneficial in boosting attention, reaction times and mood. Unfortunately though, studies conducted have suggested a link between nighttime light exposure and some cancers, diabetes, obesity and heart disease.

The science bit… exposure to light suppresses the secretion of melatonin, the hormone that influences our circadian rhythms. If your melatonin is reduced, then your body is going to be all out of whack (technical term) and you are likely to experience difficulty getting to and/or staying asleep. When we’re told that 7-8 hours sleep is the minimum we should be providing our bodies with each night to rejuvenate, repair and recover from everything we put them through, we really want to make this time count, and set ourselves up to enjoy the best quality sleep we can get.

You may have seen reading glasses with blue blocking coating now available in the market. This helps relieve eye strain and reduce the constant exposure to blue light from those on screens all day. However, this coating is only designed to block a percentage of the blue light out. By donning a pair of blue-blocking glasses you are allowing yourself to live in the modern, electronically lit environments we create for comfort and encouraging your hormones to behave more like your ancestors.

These glasses are designed to block the blue spectrum of light waves. Ideally, you should be putting them on as the sun sets, as this is creating an effect that represents the setting of the sun, allowing your circadian rhythms to be maintained. If you aren’t prepared to put them on before leaving the office in the winter months, at least 2 - 3 hours before you go to bed to allow your body to experience the reduction of light in the surroundings.

So, why can’t you wear your ‘sunglasses at night’ (thanks 80’s pop star Corey Hart)? Brown or yellow tinted glasses may block the light, but they aren’t specifically blocking the blue light waves. The best way to test your glasses is to look at the reflection in the lens; Proper blue blocking lenses will reflect blue.

It may feel a little strange at the start - and your dinner takes on a different shade, but speaking from personal experience, the results have been fantastic. I have always had trouble sleeping and have tried many strategies to help myself get to and stay asleep, some of which I still use (most of the time) as part of a good routine.

Since wearing the glasses from the time I get home after work until bedtime, I have felt myself become tired even if I have been working later into the night. This feels like natural tiredness and a way for my body to tell me it’s is ready to call it a day. In my home, we’ve seen a positive result. I guess you could say we now exist in a blue blocker zone from sunset and are noticing ourselves already feeling better for it. Oh, and don’t worry if you also need reading glasses - you can get a pair that goes over your regular glasses, everyone's covered!

I would recommend anyone who has trouble with sleep, uses electronic devices, or has lights on before they go to bed (well, that’s all of us!) to trial the use of blue blockers and see the difference for themselves!

References

Harvard Health Publishing

The Mobile Takeover

Tue, 26 Feb 2019 11:27:48 GMT

We know more and more people are turning to their smartphone to access the internet, email and social media . All too often we find it’s the first thing we reach for as we wake and the last thing we put down before we sleep - and we’re not just setting and snoozing the alarm! Personally, I regularly check my emails, messages, WhatsApp, and Instagram before my feet even hit the ground to start the day. We are checking-in with our phones before checking-in with the real live people we live with.

This year, SMS marketing has already been in the news thanks to Clive Palmer’s unsolicited messages sent to over 5 million Aussie numbers. Although the typical SMS open rate stands at 94%, which is far higher than the 32% email open rate, the communication channel isn’t as popular to marketers due to the intrusive nature. We tend not to be worried if our GP, hairdresser or postal service contact us via SMS with a notification, but we don’t want advertising through our messages.

As Digital Marketers it is important to understand how our audiences are receiving our messages throughout the day, and on what devices. Whether it is the pyjama-check-in, the daily commuter-browse, the boss-isn’t-watching-desktop-shop or the waiting-for-my-tinder-date-to-arrive- scroll (we’ve all been there!), the devices in which our target audience encounters our brands on may change their experience of us.

The changes in the experience are not just aesthetic, but functional too. So, not only do we need to ensure our websites, eDM’s and online advertising are responsive across all devices, but we should also consider the competition we are facing in the physical world. By this, I mean the way in which we attempt to retain attention when our receiver may easily find distractions as they’re simultaneously walking through the city, sat in a busy bar or relaxing on a beach whilst viewing our content.

Late last year I was lucky enough to sit down with a Data Analyst from job searching website SEEK to learn more about the way candidates are engaging with the website and app. I gained insight into the way candidates are using multiple devices for their job search - Firstly, 68% of Seek candidates are accessing job ads on their mobile devices, which is a huge leap from 2% at the beginning of this decade! Then, using data on iknowho’s ads specifically, it also became apparent that many of our applicants start by ‘researching’ jobs on their mobile device but tend to complete applications on a desktop. I guess this makes sense, as this is probably where they save their resume to, but it’s really important for our consultants to consider how their ads look on mobile to increase these application conversions.

It’s really important we’re checking and double-checking our eDM and social posts look great across all formats. This is especially important when targeting candidates who may be unenthusiastically waiting for the bus to work on a Monday morning! We want their impression of our brands at this time to be the best it can be to brighten up their day and encourage interaction. The best piece of advice I received in connection with this was to think about how much space my text takes up on each screen, and to break it up into digestible sizes, especially for mobile. There’s also the trend for vertical viewing which needs to be taken into account when selecting images or utilising video content.

Even with the knowledge that increased screen time is having negative effects on us - more on that here - we’re arguably becoming a nation glued to our phones. That said, consumers are pushing back and trying to turn off their phones as an attempt to reconnect with ‘real-life’. This concept has been used in some amusing marketing campaigns and social movements such as #devicefreedinner . There’s even books (think pre-kindle) out there to help you take time out from your phone, and options to schedule downtime on Apple’s Screen Time or Android’s Digital Wellbeing functions. Just remember, balance is often the key.

New Role Regret

Tue, 26 Feb 2019 05:47:29 GMT

Lessons learned and advice for what to do when you think you’ve made a mistake with your new role.

So, you’ve recently landed your dream job, resigned from your previous role, said goodbye to your ‘work-family’, and now you’re ready to embrace this new opportunity - these are exciting times!

You can’t believe you’ve been offered the role you were so nervous to interview for. It’s everything you’ve been looking for in the next step of your career. As you settle in on day one, you realise almost instantly that it isn’t what you thought it would be and you find yourself thinking that you have made a huge mistake…

What now?

Know that you are not alone. We speak to candidates who have been in the same position, and I’ve also been in your shoes. This may seem out of character for you but it can happen to anyone and there are ways that you can get through it without making any rash decisions that could have a big impact on your career.

1. Go back in the next day

Every part of you might be wanting to stay home and cover yourself with a doona to hide from the possibility that you may have made a terrible mistake. You may even be picking up the phone to call your old boss to see whether they would have you back. This is natural, you’re scared and what’s in front of you is the unknown, whereas your old job was known - it was comfortable, safe, you were surrounded by people that knew you and trusted you – why the heck did I decide to leave that old job again?!? This is why it’s so important to ensure you go back in the next day and the next, and give yourself time to figure out your next move, without making an impulsive decision. Take it one day at a time, until you get to the weekend and you’ve got some time to think and reflect on your first week with a clear head. Then, it’s time to make a plan.

2. Start to work out what it is about the new role you don’t like

Perhaps it’s that the work is not what you were told or thought it would be. Or maybe it’s the company culture, are these ‘your people’? You need to take the time to breakdown what it is that is actually bothering you. It’s only natural to feel out of your comfort zone in a new role where you don’t know the work or the people, and they don’t know you! Once you’ve started to break down the issues, you can start to analyse what you can change, what could get better with time as you become more familiar in the role, and what might be a deal breaker for you.

3. Talk to someone you trust

It’s important to know that you’re not alone in this and that there are people who are willing to listen to what you are going through and provide advice. You don’t just have to trudge on and hope for the best, there are things you can do to help the situation. Make sure you choose someone that you trust, that will hear to your perspective. Keep in mind that the majority of people who have not been through something similar before will respond with something like 'Starting a new job is tough. Stick it out for a few months and it will get better'. Whilst a lot of the time this is true, this response for someone that is going through deep regret, fear and a level of anxiety is not going to be welcomed as there is no positive action associated. Use this as an opportunity to talk to a mentor who you respect, or get some career guidance. My biggest piece of advice is that nobody else can tell you what is right for you, only you can figure that out for yourself. So take advice with caution, listen to what your gut is saying but take the time to make sure that you are making the right decision for you.

4. Speak to your employer

When you feel ready and clear on what it is about the role that isn’t for you, you could reach out to HR or your manager and bring them up to speed with how you are feeling. There is no point suffering in silence, or suddenly resigning without warning. This will give them the opportunity to listen, understand and potentially help you. They may be able to shape the role to suit you better, introduce you to other members of the team to help you integrate, provide a mentor or you might decide together that it’s not going to be the right fit. If you bring your employer on the journey with you, it’s likely they will be empathic and if you do decide to leave, you could leave on better terms than if you just decided to not come back in one day (believe me, it happens!). You never want to burn any bridges and it’s likely that you’ll still want to get a reference from this employer. So, managing this process in a clear, rational and two-way conversational way is important. Remember, a probationary period goes both ways, it’s not only for an employer to decide if you are the right fit, but it’s also for you to decide if this is the right place for you. Either way, it is important to communicate how you are feeling so that you give them the opportunity to help you.

5. How to avoid the same situation in the future

Unfortunately, sometimes the only way to figure out what we like is to figure out what we don’t like through experiences, but there are ways that you can help avoid this situation in the future. Too many times we think interviews are one-sided, hoping that they will ‘pick you’. The feeling of ‘getting the job’ can be euphoric, it’s like the feeling of winning a race, but too often we forget to ask – ‘do we actually want this job and is it suited to me?’ Learning how to ask the right questions in an interview will help you with this. Equally, making sure you are honest with yourself about what you are looking for, what you like and don’t like about your previous roles and what sort of environments you thrive in are all important questions that you should be clear on whilst interviewing and assessing if the role is right for you. Don’t be afraid to ask for more out of the interview process if you are struggling to find out the answers you need. For example, if you’re not getting a great sense of the culture after a couple of interviews, you could ask for another meeting and whether it might be possible to meet some members of the team, or do a walk around the office. These little things can make a big difference.

6. If you do decide to move on, don’t see it as a failure

Behind every CV is a great story to tell, learn how to frame your story in a positive light to your future employer. This includes the reasoning behind the decision, what you’ve learnt and why you’re certain that the next role is for you.

At the end of the day, you need to feel comfortable with the decision you are making and know that it’s just the next step in your journey. I’m a firm believer that everything happens for a reason, and the right role for you is just around the corner.

At iknowho, we’re here for career guidance, so if you’re suffering from new job regret or just need someone to talk through your next move, please get in touch. We’re here to help.

Social Media and Your Mental Health

Sun, 27 Jan 2019 12:15:58 GMT

On this mornings commute, I came across this article by Jill Stark for The Sydney Morning Herald. It reminded me of a situation some years ago, when a friend of mine was going through a particularly rough patch in her personal life. You know the sort thing; never one problem to deal with, but everything happened at once. She’d just come out of a long-term relationship, been made redundant from her dream job, and as a result, was facing the very real possibility of having to forgo her much-anticipated trip to Europe. To add to this rather stressful situation her Facebook feed seemed to constantly feature pictures of her ex with his new girlfriend alongside photos of care-free friends enjoying holidays abroad.

Obviously Jill’s story is very different, with much more at stake, but I think I can confidently say we’ve all been there; we’ve all experienced that moment of being drawn into the fictional world of social media and comparing our mundane daily lives with the highlights others choose to present as their own daily lives.

Previously, this short film has been my go-to prop used to pull my friends out of the make-believe online world in which everyone else is having more fun than us. It really does point out the ease at which one can create a seemingly perfect life through social media, when the reality is vastly different. And it's funny too, which definitely helps! To be honest, even without this film, we all know that social media isn’t real life, yet regularly we still get drawn into the mirage. Never has the suspension of disbelief been so powerful as when it forces us to ‘research’ (read: stalk) a little deeper into who that pretty brunette in the picture with him is.

I’m sure many of you reading this will sympathise with the situation; that torturous need for a quick stalk to really ‘understand’ more about the person behind the collection of pixels on our newsfeed. I for one know when moments like this happen, I never feel good about what I find. Questions usually remain unanswered, and on the off-chance I do find ‘answers’, these usually turn out to be wrong anyway. The comparisons easily get us down, and the feeling of inferiority creeps in.

Although a relatively new field and industry, much research has been conducted on the effects social media is having on us. The focus has predominately been on mental health, although there are some reports into the physical effects , such as sleep disturbances and aches and pains too. It doesn’t come as a surprise to report that the majority of research out there points overwhelmingly towards social media providing negative repercussions on our mental health. From addiction to depression and anxiety , jealousy to sleep deprivation , loneliness , to cyber-bullying , the extent of the problems is shocking. Most annoyingly, and I guess ironic, is the way social media is seemingly reducing our social abilities.

In the interest of balance, it’s important to remember it’s not all bad out there on social media. It helps us stay in touch with friends and loved ones, and even reconnect with others we may have lost contact with. As a Brit living in Australia, this is what keeps me logged in. I’ve reconnected with so many people from home who’ve also found themselves in Sydney, some of which I have since become so close with. I can guarantee this would never have happened if it wasn't for a post about their travels popping up on my news feed.

Interestingly, social media has also been proven to provide positive effects on other elements of our mental health including self-expression, self-identity and awareness of peoples health.

So, how is this rant on the dangers of social media related to the world of Digital Marketing Communications? Well, it is the responsibility of social media marketers to be aware of these risks, as well as the benefits; to encourage healthy interaction through these platforms whilst still communicating the brand message, and I think increasingly so, to become more creative and innovative with how they utilise the platforms for social good. I’m going to take liberties now and say we want digital marketers to give us something interesting, thought provoking and relevant our news feed as apposed to generic ads repurposed from print-based campaigns.

For more information about the state of mental health within our industry, read my blog from the end of last year.

2018... That's a wrap!

Fri, 28 Dec 2018 06:05:11 GMT

As we count down the days to the Christmas break here at the iknowho office, we’ve found ourselves having a good chat and a giggle about the year that was.

From the business hitting double figures, to attending multiple award ceremonies, we also found the time to celebrate our wins in the world’s hottest igloo! What can we say… it’s been a blast!

Here are some of our highlights, facts and figures from the last 12 months:

We happily welcomed some lovely new faces to the team in the form of our new Marketing and Talent Executive Helen Evans , Lead Consultant Sheryn Small , Clientside Marketing Talent Consultant Kahli Fenn and just this month Ria Dorward has jumped onboard as our new Recruitment Administration Coordinator.

We continued to champion great workplaces as the founding sponsor of the AdNews People and Culture award held in March. We were finalists for the RI Recruitment Brand of the year and the RCSA Candidate Care Award announced midyear, and iknowho also featured in the discussion panel at the AdNews Lessons in Leadership conference in October.

Over the course of the year, we’ve placed over 190 marketers of 13 different nationalities in new roles. These ranged from Account Executives and Marketing Assistants starting out on their journey to Heads of Marketing responsible for shaping the landscape of our industry.

At the end of the week, we’ll be heading off on a well-earned break and we’ll be putting our feet up until Jan 7.

We wish you a happy and safe holiday season - remembering to be kind to all.

At the end of the week, we’ll be heading off on a well-earned break and we’ll be putting our feet up until Jan 7.

We wish you a happy and safe holiday season - remembering to be kind to all.

How Mentally Healthy Are We?

Thu, 27 Dec 2018 12:21:09 GMT

This week the results of the Mental Healthy 2018 survey have been released, and iknowho were pleased to be in attendance at a breakfast discussion on the insights provided into the mental health of our industry.

Over 1,800 participants from Australia’s marketing, creative and media sectors completed the survey over 5 weeks throughout August and September this year, providing a well-balanced view of our mental health and wellbeing. The research was conducted in collaboration between Never Not Creative , UnLtd and Everymind to provide ‘proof-points’ in an area of growing concern to enable us to move forward. The survey utilised the Depression, Anxiety and Stress Scale (DASS) to determine levels of ‘at risk’ individuals in comparison to the national average.

The fact that 1,800 of us even went to the effort to complete the survey is an indicator in itself that mental health is an important issue in our industry. Results showed that 1 in 4 of those surveyed displayed severe symptoms of anxiety compared to 11% nationally, and 56% of us also showed signs of mild to severe levels of depression compared to the national average of 36% - alarming stats, but sadly not a complete surprise.

So, what were the key take-outs?

The key contributors to mental health were identified as job satisfaction, stress, hours worked and our social connections. Job satisfaction was actually found to be a key indicator of an individual's mental state, with those reporting poor job satisfaction also showing signs or poor mental health, and those with good job satisfaction demonstrating better mental health.

Agency vs. client side isn’t a thing - mental health doesn’t discriminate; we’re all in this together!

Pressure is a stressor and it’s having a negative impact on our mental health. Frustratingly most of this is the pressure is that which we put on ourselves; in an industry of ‘yes’ people, we just don’t want to let anyone down.

And to my favourite findings… What do those reportedly mentally healthy ones amongst us look like??

They don't come to work when sick
They’re close to the people they work with
They feel their abilities are well used at work
They are more focused, with fewer responsibilities
They’ve found good work-life balance

Unfortunately, the research also found that the programs already in place seem to be having little effect on improving the mental health of our industry. This could, however, be because they encourage more of us to be open about our problems, or that the programs are only really in their infancy, yet to create an impact.

Ok, what’s next?

Firstly it’s important to point out that one size does not fit all when it comes to mental health!

Changing the conversation at work to one of job satisfaction rather than mental health has been identified as a great way to start improving the mental health of our industry. Not only is this a more comfortable topic, but as mentioned, research shows that job satisfaction is a key indicator of mental health. Taking steps to increase job satisfaction may come from leadership in the form of a well-defined job, clearly identified responsibilities and the provision of adequate resources to succeed. Equally, support and appreciation given to employees goes a long way.

Shift your perspective by changing what you brag about. Currently too much of what we talk about covers how hard we’re working, how late we’re stuck at our desks and how busy our schedule is. With words such as ‘burnout’, ‘isolation’ and ‘stress’ commonplace, have we created a culture in which this is the norm? How about encouraging balance by talking more about life outside of work, and if we must discuss work, how about focusing in the wins we’ve had?

Another aspect of our industry which has come to be the norm is the long hours worked. Why not instead reward your team for leaving on time and remind them that life is more important than work! A different perspective to this ‘balance is often needed, and studies show that staff with positive work/life balance are more productive whilst at work.

Finally, something I personally was drawn to was the concept of work-life boundaries. For example, removing any expectations that you should be contactable 24/7. In an industry that never sleeps, we can often be drawn into late night emailing, but this really isn’t ideal. Why not put a delay on sending that middle-of-the-night email so your colleague can come to the table fresh in the morning, during work hours rather than whatever time your idea strikes? With flexible working arrangements, it’s a given that different members of the team will be online at different times, perhaps in different time zones, but the expectation should be clear from the top that an immediate reply isn't always necessary.

For more information on Mentally Healthy 2018, visit Never Not Creative .

Preparing for maternity leave

Tue, 27 Nov 2018 12:27:10 GMT

So you’re pregnant, congrats!! There is so much to think about when you are pregnant, most of the focus is on you and your babies health, then what to buy, what kind of parents you will be, reading numerous books with differing advice on everything, how long you’ll be off work, childcare, the list goes on! It’s pretty overwhelming I must say.

Don’t let these things take over, just remember to enjoy being pregnant as much as you can, it’s such a special time and how amazing is it that we are growing a little human inside of us!

Hopefully you’re as lucky as I am and work for a supportive company that will help and support you as much as possible at this time. However, for those that need a little extra guidance, here are my top tips for preparing for maternity leave so the transition can be as smooth as possible for you, and hopefully reduce the stress;

Talk to your employer

It is completely up to you as to when to tell you’re employer, I personally think the sooner the better so you have that support in the work place for as long as possible. Find out what maternity pay you are entitled to, how much notice you need to give for coming back from maternity, discuss your plans for returning to work etc. Getting this all on the table will make you feel in control.

Give yourself time

There is no harm in starting your handover doc/making notes and getting things ready as soon as you find out you’re pregnant, you certainly don’t want to leave things until the last minute as I can confirm baby brain is very very real!!

Document everything

Start making sure you make full notes on the system, or in documents etc. No cutting corners now, make everything clear so everyone can understand what you did and why. This will help ensure no one’s kept guessing once you leave, or worse, trying to call you whilst you’re in the hospital to ask work questions!

Handover to colleagues or replacement

You may or may not be involved in the hiring of your replacement, even if you aren’t I would give your boss a gentle nudge to get this done sooner rather than later, you may think you have plenty of time but it absolutely zooms by! Make sure you have your handover notes and all documents (as much as possible) ready to brief your colleagues or replacement well in advance. Don’t leave anything out, even small things you think are common-sense in your role (they may not be common sense to others).

Make sure you have clear boundaries whilst on maternity leave

Have a think what you are comfortable with. Really, your employer (as long as you have done the above) should have no need to contact you on maternity leave. You need to be left alone to enjoy the time with your lovely little new addition, and I’m pretty sure we’ll need all the spare time we have to sleep, eat and just survive! Make sure you have expressed this to your employer however, especially if they have not got children themselves, as they may assume the odd call and text about work is fine.

Hopefully your run down to maternity goes nice and smoothly, you deserve it!

Any advice you need feel free to get in touch.

Mindfulness for Marketers

Sat, 27 Oct 2018 12:37:02 GMT

As we see an increase in the level at which professionals engage with technology for marketing purposes, we also see a rise in related consequences such as disturbed sleep, less focus at work, increased anxiety and difficulty in relaxing the nervous system. This is especially noticeable in those who aren’t tending to their body and mind.

Mindfulness is about having a sharper brain, being able to remember people’s names, being less reactive, and making sure you are experiencing life’s pleasures. Because you matter.

3 top tips for Mindfulness

1. Just breathe.

Ever feel out of control? When we get so engrossed in our to-do-lists and deadlines, we lose track of the flow of our life. The way we breathe is strongly linked to the way we feel. When we are relaxed we breathe slowly, when we are stressed, we breathe more quickly. In order for your body to run efficiently, there needs to be a balance of oxygen and carbon dioxide. Do you know how to maintain this? Yes, you guessed it - how deeply we breathe.

Here is a simple breathing practice for improved well-being.

1) Find a comfortable spot – a car or on your bed is fine – sitting, standing, or lying down, with eyes gently closed or a soft gaze in front of you.
2) Take a deep breath in for 4 seconds (through the nose if possible).
3) Hold the breath for 7 seconds
4) Release the breath for 8 seconds (through the mouth if possible) then pause
5) You can say to yourself, I am calm and I relaxed.
6) Repeat for 90 seconds

2. Meditation.

When we give ourselves time to meditate, we give ourselves the opportunity to experience the real benefits mindfulness has to offer, calmer, more focus, better wellbeing and less burnout.

“It’s like having a charger for your whole body and mind. That’s what meditation is.” – Jerry Seinfeld.

If you want to decrease anxiety, meditation can help. This is backed by sound clinical research that shows after 8 weeks of meditating 20 minutes per day, the amygdala (the area in the brain responsible for stress and anxiety) decreases in size. You will notice you are less anxious, reactive and stressed.

Explore a 10 minute guided meditation here:

10 minute guided Meditation for Calming Anxiety

3. Mindful Eating

‘When walking, walk. When eating, eat.’ - Zen proverb

Mindfulness operates on two levels. First, is the meditation, the second involves returning back to basics. Every day more information comes into our lives, more stimulus, more social media and more stuff on our minds. When you reach the point where such overload has taken over the conscious mind, it’s really hard to think your way out of it.

Mindfulness involves taming your autopilot, so you live more in the present moment. We need to learn to close down some of the ‘programs’ that continually run in the back of your mind.

The first place to do this involves returning back to basics. For this reason, one of my favourite activities is mindful eating.

The good news is this skill will gradually show you how to settle your mind and get back on track – in order to live a more mindful life.

Chocolate Mindful activity

1. Physical touch

Take one piece of chocolate and hold in the palm of your hand. What is the weight like? Is it heavy or light?

2. Seeing

Take the time to really look at the chocolate. Does it have any grooves or ridges? Are there any bits of nuts or candy sticking out? Turn it over in between your finger and thumb. What does it look like on the other side?

3. Smelling

Holding it beneath your nose, what do you notice as you breathe in? Does it have a smell? Are there any other flavours you can smell in the chocolate?

4. Tasting

Put the chocolate on your tongue, and gently close your mouth. What does the chocolate taste like? Explore the sensations with your tongue. What is your mouth doing? Is it producing a lot of saliva?

5. Chewing

When you are ready, take a bite into the chocolate and notice the burst of flavours. Notice any taste that releases. Continue slowly chewing it. What is your tongue doing? Is it cleaning your teeth? Exploring the roof of your mouth?

6. Swallowing

Notice the first urgency to swallow the warm chocolate milk. See if you can visualise the warm milk going down the back of your throat, down your oesophagus, into your stomach. Consciously notice a second or third swallow. Notice what the tongue does after you have finished swallowing. Is it cleaning your teeth again?

7. Afterthoughts

Spend a few moments noticing what your mind is doing. Is there an aftertaste? Have you ever experienced eating chocolate like this before?

How often whilst watching a movie have we eaten chocolate and the entire packet has vanished before we even remember tasting one?

Did you notice your experience of eating the chocolate was transformed by the simple act of focusing on it? Many people say “They have never tasted chocolate like that before.”

Mindfulness teaches us to be fully aware. To experience the senses of seeing, hearing, tasting, smelling and touching which too often goes drifting by you unnoticed.

Take a moment, close your eyes…..imagine a life free from stress, free from burnout, free from being busy and free from the burden of too much on your plate.

That’s your life, ready for you by embracing a more mindful life.

Who is Chelsea

Chelsea Pottenger, Director of EQ Consulting Co , is a PhD student of clinical psychology and neuroscience, Internationally Accredited Mindfulness and Meditation practitioner and the Ambassador for R u OK? and The Gidget Foundation. Chelsea works with TOP ASX companies including Westpac, uBer, eBay and Johnson and Johnson. With a social media following @eqminds of 100k people, Chelsea’s passion for the rest of her life is saving people from suicide. Please follow her on Instagram for mental health tips.

Retreat

Being an aligned partner of iknowho, we gift professionals a special price for our luxury retreat on the South Coast, NSW. We are booked out in 2018, however, we are now taking bookings for 2019 if you would like to recharge in a luxury Hampton's style house.

The cost is $1300, however with the discount code below you can attend the retreat for $550 (excluding accommodation)!

Use the code: SPECIALGIFT on our website

If I take this job…which doors will open and which may close?

Thu, 25 Oct 2018 11:47:03 GMT

When considering a new job or promotion ask yourself “if I take this job…which doors will open and which may close?” Be really honest with yourself – is it a sound strategic career move? Or is it the money, manager, brand or location that is swaying you?

Too often I see great marketers make poor career decisions – which then dilutes their experience.

Imagine this scenario…

A Marketing Manager with 5 years experience with Qantas Loyalty and 2 years with BUPA decides to make the move agency-side. Why? They think it looks fun. Perhaps more creative and social? By making that move which doors will most likely close? If they do two years agency side…where can their next move take them? Sure, they would be able to move into another agency, but will they be able to make the move back to client-side? What skills will the time spent in agency-land provide? And how will they stack up against someone who stayed client-side and moved into a Senior Marketing Manager role?

A good exercise to help envisage where this potential move could lead is to actually flesh our your CV as if you’ve already taken the job…. How will your CV then look to a future employer? Will it take you closer to achieving your long-term goals? Is the role in line with your personal values? And does your CV continue to ‘make sense’ or does it now move around too much?

Every step in your career should open doors in line with where you want to go….doors are opened by gaining new skills. Be mindful to make the right choices and you’ll find you get to where you want to be quicker than if you decide to take a detour!

If you need confidential advice on how your next career move could look, get in touch with the iknowho team today to discuss door-opening opportunities!

My top 3 tips you can use in an interview situation:

Prepare before you go in – hold a power pose (even for as little as 10 seconds) before entering the office you’re going to attend an interview

Open posture – Don’t go into the interview holding the power pose FYI! Keep an open posture though, keep your hands away from torso and it will allow the feeling to continue and those you are with to feel you are present.

Attend to others posture - be conscious of other peoples’ posture, whether they are closed or open and whether what you are saying or doing can change this.

So get powerful, start posing and “don’t fake it until you make it, fake it until you become it”, I am certainly going to be trying it!

What would you do tomorrow if I gave you a get out of jail free card?

Thu, 25 Oct 2018 11:41:44 GMT

Too often I see great marketers make poor career decisions – which then dilutes their experience.

Imagine this scenario…

If you need confidential advice on how your next career move could look, get in touch with the ikno who team today to discuss door-opening opportunities!

The September Search

Thu, 27 Sep 2018 07:37:26 GMT

It’s coming into the busiest time in recruitment and if you have been keeping an eye on the market you will have noticed the number of jobs advertised is increasing! In creative agency world pitches have been won, budgets have been signed off and the work must be produced…so the resourcing can begin!

Now is the time to have a look at your current role, reflect on the past 12-months and decide if you are ready to make a change. Things to consider during this reflection stage include, career progression, goals achieved to date, general engagement in the role, work-life balance, salary, mentorship and tenure.

If you decide you are open to new opportunities, this is the time to start preparing so you can confidently approach your job search, sure of what you’re looking for and how you plan to present yourself.

Remember, when beginning the job search there are a couple of initial housekeeping rules… make sure your CV is up to date, and that it also reflects the information on your LinkedIn profile (more on this on the iknowho blog ).

Proactive job searching: Through reflection of your experiences to date and identifying where your core skills lie VS. the areas you want to grow into, you should be able to visualise the style of role you are looking for next in terms of title, sector, company culture and scope of work. Using this information, start researching companies who align with your ideals and search to see if they have roles advertised – if there are no roles advertised ask for an introduction via a friend or trusted industry recruiter.

Live role searching: If you are wanting to apply for advertised roles, which is typically the fastest way to jump into a new role, make sure you are staying true to your “ideal next role requirements” and don’t just apply for anything that looks ok!

The best platforms for creative agency roles (and where iknowho shares live roles) include; Linkedin, Seek, Mumbrella, Pedestrian & Indeed. These sites tend to have the most relevant, and largest volume of creative agency roles. When searching on these platforms, be specific with your criteria to ensure you are keeping your search focused. Don’t be afraid to experiment with “key search words” either, as they can help pull up niche roles of interest to you, examples of keyword searches are digital, experiential, start-up, design, branding, content or CX. These search terms will help distinguish the style of agency the available roles are with.

When applying for roles online, ensure you tailor your CV and Cover Letter to each specific role. For opportunities you’re really keen on, don’t forget to follow up with a call within 24 hours if you haven’t heard back! If you find you’re not getting any response after a week then I would talk to your preferred recruiter to check your CV is effective and that you’re applying for the right kind of roles for your level and skillset.

Your preferred recruiter is always great to consult early on in your job search. Whilst you can keep your own personal search going, your recruiter will be able to give you insights including market insights, salary advice, interview tips and training, as well as keeping you in the loop with other relevant opportunities from their network which may be suitable for you.

If you have any further questions on how to approach your job search, iknowho is always happy to help. Get in touch for a confidential chat.

Happy job hunting!

Where do you see yourself in 5 years?

Thu, 27 Sep 2018 07:33:03 GMT

It’s the question that rears its head in every interview, maybe not always in its clichéd form – What are you looking for? How do you define success? What are your long-term career goals?

The question isn’t there to catch you out; the interviewer wants to understand your long-term goals, what drives you and how this role fits into your grand plan. Think about it, those who have long-term goals demonstrate motivation and a proactive nature, key attributes you want in a new team member.

So how do you prepare yourself for this question in a way that you can share your ambitions and goals but not give your interviewer anything to worry about?

Show longevity

Your potential employer is investing a lot of time, money and energy in you, so they want to make sure that they have a return on their investment. Highlight the importance of a long-term career path within the organisation (especially if you have short-term tenures on your CV). To go that step further you can break down your answer to a year by year goal.

Show your enthusiasm

Demonstrate that you’re excited to take on a new role and motivated for the new challenge ahead. Highlight what skills and experience you can bring to the role to get the interviewer thinking you are an opportunity that they cannot miss.

Your professional goals

State your goals in terms of results, if you’re looking for a new Account Service role, you want to further develop your skill set within an agency who can offer a new approach to advertising, you want to show how your involvement helped with the success of these marketing campaigns.

The truth

No one likes a liar. Be as candid as possible with your answer. It’s okay to say that you’re uncertain what the future holds but this experience can aid you in making a decision.

If you need further guidance on interviewing, then get in touch with your helpful iknowho consultants and check out some of our top interviewing tips.

Get in the know

References:

https://www.thebalancecareers.com/where-do-you-see-yourself-5-years-from-now-2061153

https://www.themuse.com/advice/how-to-answer-where-do-you-see-yourself-in-5-years

https://biginterview.com/blog/2013/02/where-do-you-see-yourself-five-years.html

https://www.linkedin.com/pulse/20140715181346-135125319-where-do-you-see-yourself-in-5-years-how-to-answer

Spring Clean Your CV

Thu, 27 Sep 2018 07:31:16 GMT

Although it doesn’t feel like it yet, we are now in spring! The nights are getting longer and the birds are chirping extremely loudly early in the mornings! Everyone loves a good spring clean, and what better time to take a look at your CV and give it a good ol’ dust off too?

Did you know that it takes recruiters on average 6 seconds to review your CV and decide whether you are right for the role?

I meet with an average of 10 candidates per week and at least half are in need of a CV spring clean. It really does make a difference; this is the first impression your potential employer gets of you so you need to present well!

As I always say, this is your book cover, you need to excite and entice the reader to want to pick that book up and read more, but don’t give away the whole plot on the cover!

Here are some tips to spring clean your CV and better your chances of being shortlisted for that perfect role;

Personal summary

Who are you? This should be just a few sentences to give a little bit of your personality and background. This should be changeable, so make sure whenever you are applying for a role that this personal summary is adapted to be suitable for the specific role you are applying for.

Declutter your responsibilities

Sometimes it is best to start from scratch, especially if you have more than 2 pages. Think of the role you are looking at going into, and consider the skills or experience you already have which are relevant. Those that aren’t relevant don’t make the cut. I’d say 5-7 key responsibilities for each role is the right amount. Keep these short and concise e.g. “managed end-to-end campaigns across Social from sourcing content, planning/scheduling to reporting and insights.”

List your achievements

To give your experience more context, list 2-3 key achievements for each role. This can be results/number driven (if you have this data) or simply a large campaign or project that you worked across.

Give it some flair

Recruiters look at a high number of CV’s every day, make yourself stand out by having a bit of creative design, you are in a creative industry after all! There are templates you can use on Canva that will help you with this. Make sure your CV looks professional, the format flows and importantly, ensure it is easy to read.

Oh, and finally…make sure you double check spelling! Use an app such as Grammarly which is a great tool for checking spelling and grammar. This is so important for marketers especially with ‘attention to detail’ high on the skills list!

If you need any confidential advice on your CV please do reach out, happy to help.

Where do you see yourself in 5 years? Helen Evans

Mon, 03 Sep 2018 17:28:30 GMT

It’s the question that rears its head in every interview, maybe not always in its clichéd form – What are you looking for? How do you define success? What are your long-term career goals?

So how do you prepare yourself for this question in a way that you can share your ambitions and goals but not give your interviewer anything to worry about?

Show longevity

Show your enthusiasm

Your professional goals

The truth

No one likes a liar. Be as candid as possible with your answer. It’s okay to say that you’re uncertain what the future holds but this experience can aid you in making a decision.

If you need further guidance on interviewing, then get in touch with your helpful iknowho consultants and check out some of our top interviewing tips.

Get in the know

References:

https://www.thebalancecareers.com/where-do-you-see-yourself-5-years-from-now-2061153

https://www.themuse.com/advice/how-to-answer-where-do-you-see-yourself-in-5-years

https://biginterview.com/blog/2013/02/where-do-you-see-yourself-five-years.html

https://www.linkedin.com/pulse/20140715181346-135125319-where-do-you-see-yourself-in-5-years-how-to-answer

UnLtd's Big Chat Breakfast Series... Part One.

Sun, 26 Aug 2018 04:22:01 GMT

I love taking the opportunity to attend different talks and events in our city. Getting out and about to listen to, talk to and meet new people who I most likely share a common interest with - after all, we find ourselves interested in attending the same events! Although it can sometimes seem challenging to make time and take an hour or two out of a busy day, the chance to gain valuable motivation and inspiration, as well as the opportunity to connect with others is ALWAYS worth it.

Last week I was lucky enough to head to the Big Chat breakfast series event at the SnapChat offices where I listened to three very different ways technology is being used for good. Now, as a bit of a hot topic of late, I’ve attended quite a few talks, lectures, discussions and presentations within the same subject area, but at each I have happily been introduced to fresh and unique perspectives to solving old problems.

Organised by UnLtd , I knew this talk would take a different outlook to those before; a more local outlook on how we can use technology for good. UnLtd is an organisation which harnesses the power of Australia’s marketing, media and creative industries to support charities aiming to support young-Australians in securing a better future for themselves.

I know there are heaps and heaps and HEAPS of good causes out there, all of which need our support, and critically our funds to enable them to continue the great work they do. However, as one person, there is only so much aid I can give financially (and of course, I wish this was more). So, the competition between charities can be intense with a limited pool of donors to draw from. Organisations such as UnLtd recognise this. They encourage people such as you and I to see what beyond the cash we can spare and to see the value in the skills we have to offer.

Take a look at Part Two of this blog to read about the three awesome presentations made at the Snapchat offices from Missing School , Hear For You and Folo

UnLtd's Big Chat Breakfast Series... Part Two.

Sat, 25 Aug 2018 12:19:42 GMT

In my last blog post I set the scene of UnLtd’s Big Chat breakfast series hosted by Snapchat in their rather stunning offices! If you’ve not read it yet, just head back here before continuing on.

So, to the main event….

First up was Megan Gilmore from Missing School . Like many entrepreneurs working in the technology space, Megan’s motivation and drive comes back to people, and our emotional needs. For her, robots are for good. As there is so much fear-mongering about robots taking our jobs and potentially turning on us, it was nice to ‘meet’ a very friendly and co-operative robot designed to help sick kids stay connected to their peers. Not only does the telepresence robot enable the student to stay up to date with their lessons from home or hospital, but the robot also allows them to interact with their classmates so they don’t fall behind socially either. Operated by the student, the robots provide a two-way connection over which the student can move around the class, see, hear and respond in real time.

Through a tough personal experience, Megan wanted to provide her son with the knowledge that he was worth educating. She needed him to know this because she always believed he had a future. This lead her to set up Missing School, and lead research into the robots which will provide hope for so many children.

Following Megan, Max Learmont and Nolan Yu shared their current project for Hear for You . Utilising the existing game MineCraft, the boys have facilitated the creation of an online community of deaf or hard of hearing teens called League of Hearoes . Just like Missing School, the underlying motivator of the work is connecting real people. It was interesting listening to the boys ideas on how to grow and monetise the project from a marketing perspective with an aim to collaborate with brands through sponsorship and in-game advertising.

Sam Adams Nye provided the third and final presentation. Sam is the Head of Partnerships at Folo , part of The Pure Collective which believes “that despite our differences, the value we create together, is much greater than in isolation”. As a profit for purpose organisation, The Pure Collective is a family of social businesses with philanthropy at their core. Their cafes and restaurants not only raise funds for great causes, but also run scholarships to prepare refugee and asylum seeker students for employment.

As a step away from this model, Folo uses technology to raise money for select causes which embody Folo’s interpretation of the UN’s Sustainable Development Goals (SDG’s). This is done in an ingenious way in which the consumer doesn’t need to part with any extra hard earned cash! So, how it works is you download a free extension for your browser which generates donations from your online shopping (as if I need an excuse…). The donation is a commission paid by the retailer to Folo for directing your sale to their website. So it’s good for partnering retailers as Folo promotes their store in search results, and its good for consumers as we can raise funds for valuable causes through our online shopping habits without spending any extra. Win-win! You can then select the

cause you want to support from the list of SDG’s through your Folo account dashboard. Easy!

So there we have it, three new ways technology is being used for good, right on our doorstep. In a time when we are experiencing a sometimes uncomfortable relationship with technology , it’s great to see ways through this, and a pathway into the next phase.

If you want to find out more about UnLtd and the work they do, head over to their website to see how you can get involved.

Working from home. How to make it work.

Sat, 25 Aug 2018 11:52:59 GMT

Technology has allowed us to work from home and also to travel while working. Depending on your job you can plug in pretty much anywhere in the world and as we see more creative agencies moving to a flexible working structure, another problem presents itself; when to power off?

Agency folk are traditionally workaholics (among other things) and without the ticking wall clock to tell us when it’s “pens down” how do you manage your time while on the road or at home and how do you avoid blurring the lines of work and life while staying on top of your to-do list.

As we see a move to entrepreneurial attitudes, start-up tech businesses and a staggering 73% of millennial employees stating they would be more loyal to a business if they could work flexibly, which also features highly on the wish list of working mums, questions on structure, management, trust and autonomy need to be addressed.

As every individual is different we thought it would be worth getting the perspective of someone who has climbed the agency ranks in the traditional agency working hours, all the way to GM level, and who has bravely gone where now many women have gone before and started her own consulting business with nothing more than a laptop and a notepad.

iknowho’s own internal business coach Danni Uglow shares her insights into managing multiple projects not knowing where tomorrow’s “desk” is going to be and still making time for a cheeky wine or 7 on weekends.

Danni, you spent 15 years working in multiple creative agencies right up to General Manager level. What was the original motivation to go out on your own and how was the transition from the traditional 8-7pm to total freedom?

The motivation was that I saw a gap in the market for small to medium sized businesses who required an operational and HR resource that they typically couldn’t afford on a full-time basis.

Initially, it was scary to not know where the next paycheck was coming from but the flexibility of having lunchtime by the swimming pool quickly overcame that! Being able to be in control of your day is extremely empowering and even when you fall into the standard pitfalls of working more hours then you used to – it’s your own decision!

You currently work across 5-7 clients all completely different and all over Sydney, what is your process in prioritising?

Fill the diary with the big blocks first and work ad hoc meetings and shorter projects around these. The aim is to build strong relationships with clients to allow for flexibility on both sides.

How do you ensure that your workload doesn’t creep into the weekends and evenings?

Short answer, I don’t. It comes down to prioritising time and workload. Sometimes I may take time out through the week but then need to work on a weekend it’s all about choice!

What are your tricks for staying motivated and providing yourself with some sense of structure?

Having a well-set office space, not working from the couch. Enjoying what you do and ensuring you block out time for what makes you happy/motivated whether it be the gym in the mornings or any other wellbeing activity and structuring your day around those things (within reason of course) it’s about finding a balance and sticking to it.

With your experience in operations, HR and business management what would be your recommendations to a business who is looking at offering flexible working hours to their employees?

To assess each of the roles for individual suitability for working remotely, ensuring tools and systems are in place to maximise efficiency for employees working from home (cloud software, laptops etc) and talk to your team keeping communications open about what flexibility means to each individual.

It’s an exciting time to be working within the creative agency space with so many more agencies offering empowering incentives to retain your staff. If you have any questions about how your business could adopt flexible working arrangements or any other forward-thinking benefits please get in touch.

My top 3 tips you can use in an interview situation:

Prepare before you go in – hold a power pose (even for as little as 10 seconds) before entering the office you’re going to attend an interview

Attend to others posture - be conscious of other peoples’ posture, whether they are closed or open and whether what you are saying or doing can change this.

So get powerful, start posing and “don’t fake it until you make it, fake it until you become it”, I am certainly going to be trying it!

Celebrating 10 Years of iknowho!

Sun, 29 Jul 2018 06:29:41 GMT

Here at iknowho we’re celebrating a milestone this month as the business turns 10 years old.

Throughout the last decade we’ve helped approximately 1,800 marketers find new roles within companies such as Apple, Host Havas, Allianz, Nickelodeon, M&C Saatchi, Woolworths, Expedia and The Sydney Opera House. Over the years our candidates have become our clients, and our clients have become our candidates.

One person who has seen it all is Director & Founder Dene Gambotto. We sat down together to reflect on some of lessons and highlights of the last 10 years of iknowho have brought to her.

Based on what you've learned along the way, what advice would you give yourself 10 years ago as you set up iknowho?

Celebrate the wins, learn quickly from the losses and above all, always follow your gut. If something or someone does not seem quite right then trust that instinct – ask more questions, explore your options and explain your decision honestly. I’ve never shied away from the truth – as I believe we learn/grow from it.

I’d tell my younger self to be prepared to work harder than you knew possible, to accept that people will surprise you and that investing in technology will mean more time to be spent with people.

And so what has been the best advice you’ve received since opening the doors in 2008?

Look after your people and the numbers will follow.

As a team we’ve had lots of fun doing what we do – we don’t take it all too seriously, we’re supportive of one another and celebrate often. We work towards common rather than individual goals - which ensures collaboration and sharing of knowledge internally. We have monthly, quarterly and annual goals – when we hit these we celebrate! These celebrations have taken us to a beach retreat in Noosa, various day spas, numerous cocktail parties, and even a survivor themed race on Hayman Island.

What’s your favourite thing about running iknowho?

Without a doubt the people…our clients, candidates and colleagues. I’m a people-person and I love love love working with people. I’ve learned a lot about people in almost 20 years recruiting, and in return that’s taught me a lot about myself too.

The impact we make when placing someone in a job they love is huge…the ripple effect on their life is significant. Watching someone transition into a role that will engage and inspire them is very satisfying – when people love their work their perspective on life changes…so it’s pretty cool we get to facilitate this change.

I remember an ad agency Account Director who said she was “done with agency”…I wasn’t so sure as she still loved the creative process, social side of agency and working on a variety of brands – so with some gentle persuading from me she took another agency contract role. Two days in she called to say “thank you for challenging me - I had no idea agencies like this existed.” She loved the new role in an agency and had no interest to go client-side.

You’ve retained staff for well past industry averages, what is one thing you do as a leader that you believe helps to retain staff?

My positive attitude – even when things go wrong I’ll remain positive, focused on the solution and I will persist. I take responsibility for my mood and the energy that I bring to the office. I choose to be honest, upbeat and above all genuinely caring with my team.

Of the hundreds of placements made through iknowho in the last 10 years, do you have a personal favourite?

Yikes there have been so many to choose from, but a standout for me personally would have been in 2017 when I placed the new CEO for NFP The Gidget Foundation.

I recruited this role pro-bono whilst I was on maternity leave with my second child. It felt so good to be giving my time and skill to such a worthwhile cause. We successfully recruited a CEO who’s since gone on to increase the organisation’s income, awareness and community. She’s made such a positive impact and I’m so proud to have been able to find her for that charity. More about that placement here .

You coined a phrase “woowho” at iknowho. Tell me about one of your favourite woowho moments since starting the business.

I’d have to say the day I had a call from the Talent Lead for Apple ANZ wanting to know if he could meet me to discuss making iknowho a preferred recruiter for their marketing team – as he’d heard good things about our brand! I was ecstatic! The meeting went well and we’ve had a really successful partnership with Apple for a number of years now.

There’s been lots of moments like that; whether that be when a candidate says “thanks for taking the time to get to know me and asking about what I want”, or a client saying “you nailed the brief – thank you”. Either way the best woowho moments for me are when I know we’ve made a positive impact on someone’s life.

So, looking back have the last 10 years been as you expected?

When I started iknowho it was never with the vision to have a full recruitment agency – I simply wanted to help marketers find jobs they love – with no other agenda. I didn’t aspire to have a team or business to manage.

Even today my favourite moments are when I’m involved in recruiting. Recruitment is such a fun gig where you can make a real difference to other’s lives – so I’m grateful that all those years ago I “fell” from marketing into recruitment.

We only recruit for brands and candidates we are passionate about - this is liberating for a recruiter. There’s never been pressure to hit call targets – the focus has and will always be on people. We choose who we work with and that is a wonderful thing.

Finally, what do you hope the next 10 years at iknowho will bring?

More woowho moments! Which may be helping a marketer transition to a love job, partnering with like-minded brands to source marketers and achieving together as a team. What’s cool is the mid-level marketers we placed in our first few years are now in Director or CMO roles – so when candidates become clients it makes me smile!

This year we’ll also hit our 2000th placement so watch out for how we celebrate…

Don’t like your job? Change it (don’t just leave it)

Wed, 18 Jul 2018 04:28:46 GMT

Are you thinking about making a move? Maybe you’re feeling stressed in your current role, have role fatigue, or just looking for a change? Have you sat down and worked out what the actual issue making you feel this way is, and whether leaving your current company is going to be the best way to resolve the problem?

Apparently, you’re in good company – 80% of people on LinkedIn reportedly don’t like their jobs. But is it possible that you just aren’t giving it a chance?

Here are my top tips for changing your role for the best:

Focus on what you like about your role and do more of that!

What is it that has kept you motivated in the role up until now? What are the parts that you really enjoy? Maybe you are a Marketing Exec and you love digital analytics specifically but could take or leave some of your other responsibilities. How can you make this into more of a need in your current role? Are you pushing the boundaries, coming up with ideas? Maybe you could take on more responsibility in a certain area or across different departments in the company. This is on you; your manager isn’t going to just hand you what you want, you need to ask for it. Build a well thought-out business case for doing so and present this to your manager.

Put your hand up for other work

Again, this could simply be helping another team out with the type of work that you think you’d enjoy, asking to shadow another manager or you could even ask to become the in-house social event manager if events are something that you love. I have spoken to a good few people who have taken side steps into other departments to move up; always taking an interest in other work and putting their hand up for everything that comes their way. You never know where this may lead you.

De-stress

If the issue is that you are too stressed, see if you can make changes first by yourself. These include;

Making a list for the next day before you leave to go home and stay focused on what is needed to done. Tick off (or strike out in nice red pen as I do) when that task is done. It helps put things into perspective and gives you that little ‘tick’ of ‘yes I am achieving something here’.

Make sure you find the time to take a break. This is helpful for not only your work but for your mental wellbeing. You can find out more about that in my previous blog post .

Switch off when you leave for the day, use the ‘third space’ which will give you a better work/life balance.

Issue with support

If you have an issue with management then sit down with your manager, or even a colleague - don’t suffer in silence and just pack it in. There may be another solution that you haven’t thought of yet.

At the end of the day some issues can’t be resolved and you’ll find the best solution is to move on. However, it is surprising how many candidates I’ve interviewed that decide to move on without talking to anyone internally first. This is especially surprising when some of the problems can clearly be resolved. In situations like these you may end up accepting another offer, only to find your current company can provide what you wanted the whole time. So don’t put yourself in that awkward position; be empowered to ask for what you want from your job and don’t regret not making the most of the opportunities right in front of you.

In the long run, when you feel you’ve truly fulfilled your potential in your current organization you’ll be a much more desirable candidate moving forwards into your next role and you’ll leave on good terms feeling satisfied with your work.

If you would like confidential advice, get in touch! I’m happy to use my experience and knowledge of the marketing industry to help you determine whether staying will be a better option than moving on.

The Works, AdNews People & Culture Award Finalist

Thu, 28 Jun 2018 04:28:56 GMT

Early 2018 saw the AdNews People & Culture Award, founded by iknowho. With a shortlist of four finalists, agencies across the country demonstrated their innovative initiatives of putting the people first. As one of this year’s four finalists Jasmine Lansdell, People & Culture Director from The Works says ‘people and culture are our number one priority…the people here are what make the agency great’. Over the coming weeks, we will be speaking with this year’s finalists and winner.

As a returning finalist, I caught up with Jasmine to speak about The Works’ consecutive nomination.

What made you decide to enter the People & Culture Award again?

We believe that we have a fantastic culture and some of the best talent in the industry, so we enter awards where this will be recognised. When we’re nominated or if we’re lucky enough to win, it’s great recognition for the people that make this happen; the leaders who drive our business and the people who make our culture what it is. We've been lucky enough to have been ranked 14th in the Great Places to Work survey this year, so we must be doing something right.

It’s all about listening to your people, keeping what works and improving what doesn’t. You have to know that a new initiative is going to stick, so we really champion feedback and trialing new things, this way we know if it works or not. We focus on experience and use our expertise in CX to help us do that, focusing on how we can improve the employee experience and testing different things with our people to see what resonates.

Is flexible working still as important to your employees as it was when you introduced your flexible initiatives? How have these initiatives changed over the years?

Yes, flexible working is part of the modern way of working and is important to all of our people, whether they’re parents or not. These flexible working options, such as 4 day weeks, flexible hours, working from home, have evolved in line with what our people have been asking for and we continually look at new ways to ensure that flexibility is on offer to all of our people.

What do you think the industry as a whole could do better when it comes to flexible working?

I think the industry should recognise that people want to work differently now. No longer does the world of work run in the 9-5 weekday, we’re always on and our working environments should reflect this change. I would love to see our industry adapt to this and provide more opportunity for flexible working across all people, not just those with children or care commitments. A more flexible way of looking at work helps provide greater support to our people’s wellbeing, which in turn supports creativity and delivers better outcomes for our clients, which after all is the heart of what we do.

How do you maintain a positive culture?

Firstly, our leadership team believe in trust and transparency with our people. We have a team of amazingly talented people and we trust them to deliver, giving them ownership of their work but also supporting them along the way. Another thing to keep positivity is to be transparent. Our people will always know what's happening with the business before a client does or they read it in the press, this ensures a feeling of inclusion and unity across the team. The last thing is just to show that you care. One thing that I believe makes our culture is the fact that our people genuinely care about each other. This drives support across all teams as nobody lets anyone else down. The Works is a community and this sense of togetherness makes for a really positive environment.

Check out some of The Works social events:

The Works famously provides funds for child care to assist returning parents, are there any other initiatives you have that assists in minimising the loss of talent at the senior end?

For our senior team we offer training opportunities that reflects the growth path of their careers, whether that be leadership training or attending conferences such as SxSW. We also do bi-annual succession planning and provide accelerated progression paths into leadership roles for our top talent. In terms of benefits, we offer additional leave in line with tenure and are open to sabbaticals for those who want to take some time out to travel or focus on a passion project.

Thank you to The Works for another excellent award entry, check out what was discussed in last years’ interview .

The Royals, AdNews People and Culture Award Finalist

Thu, 28 Jun 2018 04:18:29 GMT

Early 2018 saw in the AdNews People and Culture Award, founded by iknowho. We wanted to sit down with returning finalists The Royals and hear more about their consecutive nomination. As Dan Beaumont, Managing Partner, says: ‘Culture is everything at The Royals, it’s genuinely at the centre of who we are.’ We caught up with Dan and Kristy Camarillo, Talent Manager at The Royals to discuss their motivations, challenges and initiative successes.

What motivated you to enter this year’s People and Culture Award?

Dan – Our culture is our number one priority in the business. We know that if we get that right, everything else flows from there. If you haven’t got that right, I would argue that it’s more difficult to do great work for clients, win business and build a great agency.
It’s important for us to establish a reputation of valuing our culture and our people. We need to signal to the market very clearly that The Royals is a great place to work and we value people, irrespective of ethnicity, gender or age. That’s why we enter culture awards.

Kristy – Ultimately, awards not only attract clients but also talent. I think being recognised for something we’re heavily invested in, which has been our People and Culture, has allowed us to attract the right talent and to retain those people.

Being finalists 2 years in a row has shown consistency from your People and Culture initiatives. How do you stay on top of your game?

Dan – It’s consistent because we haven’t changed our priorities. The way we manage the agency is like an operating system; a little bit like the operating system on your smartphone. We upgrade our OS constantly; we fix bugs, add functionality and make the system operate better – that’s how we approach The Royals. So when it comes to our culture, the way we have managed it evolves and we strive to ‘get better at getting better’.
We measure the strength of our culture by commissioning Culture Amp to survey our staff. We use the data and the responses from Culture Amp to spot the patterns and insights that will help us improve each experience within the agency. Culture Amp gives us a benchmark – we’ve had two surveys since we set our benchmark of 81% and we have started to see patterns form. Our new engagement rate is 9 points over our previous level of engagement – now we’re in the 90’s. To put that in context, the average score for our industry in this country is 67%.

Kristy – The annual Culture Amp engagement surveys measure recommendation, pride, motivation, present and future commitments. We have regular pulse checks to see how we are tracking. We use all these results to help refine our focus for all our initiatives for the year ahead, so we know what is important to our people and where we need to focus. We will be launching our Learning and Development program soon, which has come off the back of consistent feedback of what has been really important to our people.

Our initiatives come from the bottom up, not the top down. We want to ensure that the voice of all of our Royals is representated, listened to and considered.

Which People & Culture initiative do you think has created the biggest impact to the business?

Dan – Lots of little things we do have a big impact on our business. We have an unwritten rule particularly with the five partners: we give before we take.

A Christmas draw
Every Christmas we throw a name in the hat for every year each person has worked at The Royals. We draw a name and that person gets and all-expenses paid trip to SXSW Festival in Austin; this is a real celebration of the staff.

The UNconference
The unconference is an away weekend, which is 3 days and 2 nights across both offices, Sydney and Melbourne. We have been to Hobart, Byron Bay and last year we all climbed to the top of Mount Kosciuszko, where we had our first values awards presentation. We have 3 values – Audacity, Camaraderie and Revelry. Nick, our Creative Partner, has created patches for each of these values, and we award them to people who demonstrate those values. The unconference is a chance for all of us to get away together and do something we have never done before. This year we went glamping in King Valley and enjoyed everything the vineyards there have to offer, and then some.

Monday Morning Assembly
Every Monday morning we have an all-staff meeting with both offices connected across video conference, where we talk about the week ahead. It’s about transparency, where staff can ask questions about what is going on in the business, then we have a presentation on something that is inspiring and interesting – staff members are responsible for this. It’s a big part of kicking off a successful five-day sprint in the agency.

Most Interested Day

It’s easy to get caught up in our busy day-to-day work so each month we give one Royal the day off, to get out of the office and take part in an ‘interested’ activity – it might be an advanced driving course, trapeze lessons, how to manage a beehive. The aim is to change up people’s daily working days and stretch them a bit – get them out of their comfort zone.

So it’s not just one initiative but all the little things, and everything contributes to our daily working lives and the overall culture of the business.

How do you continue to maintain a positive culture even during stressful times?

Dan – We over-communicate; I think that is the thing that has got us through the past nine months. We use that Monday morning forum to update people. We’ve participated in several large pitches and our strike rate is excellent, which has added a significant amount of revenue, that has required us to hire 40 new people over the past six months.

The Royals are known for looking for talent from a range of backgrounds, what impact has this diversity had on the business?

Kristy – We do not have a separate diversity policy, it’s just ingrained in everything we do. A lack of diversity in our business is a lack of relevance. We have people from a range of backgrounds – a marine biologist, lawyers, accountants, military psychologists, individuals from 15 countries that speak 12 languages and span three generations. Bringing such diverse perspectives and experiences to our work allows us to create better, more effective work for our clients and it drives our business forward.

Dan – It can always be better. Dene and I spoke about merit vs quota in our last interview, and we still approach recruitment with an open mind. I like the idea of blind recruiting. We can always be more diverse, but we need to make sure new Royals have the right skill set and fit our #mostinterested culture. As for where they come from, their gender or their sexual orientation – who cares? Working with a diverse group of people makes for more interesting conversations, more interesting strategy, more interesting ideas, and that is the truth; otherwise you generate a generic ‘house-style’ body of work.

As The Royals have offices in Melbourne and Sydney, what challenges do you face for the culture spanning two locations? How do you overcome these challenges?

Dan – The rivalry between Sydney and Melbourne is very much alive, not just at The Royals. We move people around a lot as they work in projects in each office. This facilitates our single agency mindset; we called it ‘1 egg with 2 yolks’. We don’t enter NSW or Victorian Agency of the Year for that reason. Some publishers try and pull us apart, but we have one P&L and that’s how we manage the business across the board. Operating as one agency/ one culture means we don’t need to duplicate services in both cities.

Kristy – We share resources, we cast projects appropriately (based on skills and experience). We try to come together as much as possible – face to face, Hangouts, phone to maintain collaboration – which is a cornerstone of The Royals.

Dan – We share finance, we share production, and it’s a really efficient way to build. If we open a third office, we would do it the same way. It’s a benefit of being independent –we can move quickly and make decisions on the spot.

Thank you to The Royals for another great award entry. Check out what was discussed in last year’s interview.

A brief encounter with Julie Dormand, Managing Director – MercerBell

Tue, 26 Jun 2018 04:45:51 GMT

Julie Dormand has spent her career in marketing working client side and agency side. With her extensive tenure at MercerBell she has grown from an Account Director to Managing Director. Alongside MercerBell Julie is a Mentor for SheSays and Mentor Central. iknowho stole five minutes with Julie to find out more about her successful career, diversity within the industry and the key characteristic she looks for when interviewing rising talent.

As an MD for a successful agency, a wife and mum of two you could be seen to be “having it all”. What advice do you give to younger women looking to navigate career and family?

It’s easy to think that I’ve got it all, but in reality none of it is created in isolation. I have a support crew in my personal life that helps me achieve in my work life. You need to set yourself up with a support team and be clear on boundaries and what matters to you most as a team. This support team for me is my husband and kids. However, in other family structures it might be parents, friends or an au pair.

When I had my first child I came back to work after three months and was working long hours. We had a HR consultant working with us at the time, interviewing staff. It dawned on her that in her discussions none of them mentioned that I was a mum. In those early days I was trying to continue as I had before and show that I could do it all.

This consultant helped me see the error in my ways. I was not setting a great example to the team. I wasn’t showing that it is ok to leave early when needed, to be real and human. I now work my hours, my way. I come in early but only burn the late night lights if it’s critical.

To have it all, we need teamwork in the house and to get there we face two issues. Firstly, some men don’t always see themselves as able to take on some of the “traditionally female” tasks for personal reasons, we need to help them see the role they play in getting us closer to gender equality.

For example, a YouGov survey has revealed that some women are becoming the main breadwinner, but they are still doing the lions share domestic jobs. There needs to be an equal distribution of those jobs across the family.

When it comes to my domestic life, my husband and I are a team all the way. He demonstrates to our kids that the man in the household can empty the dishwasher, be at the school gate and do traditionally female roles. In turn, my boys will grow up not expecting this to be a woman’s role. This is critical if we want to get to equality in our kid’s life time.

The second issue, one that Annabelle Crabb has written about, is that we take tasks back because they are not done our way. In my house, we have divided the tasks as a team and I have learnt to not take them back. He doesn’t peg the washing my way. He doesn’t make the lunchboxes with star-shaped sandwiches. But he does it his way.

So, my advice is to set your boundaries on work – it will never be finished. If you allow it to creep in to your home, your weekends, it will. To help your family see the bigger purpose of breaking the gender stereotypes on roles, and do not take things back!

What is the best lesson you’ve learned the hard way?

You can’t sweep things under the carpet. If there is a problem, it doesn’t go away and you need to deal with it.

This is especially true when managing staff. Often, we shy away from giving the true feedback or having hard conversations and we hope for things to improve. However, it’s the hard feedback and conversations that can help people develop and that can get a problem out in the open so it can be discussed and resolved.

My experience is that when issues are not dealt with they fester, the surrounding team around get demotivated and you look like a weak leader for not being able to tackle hard conversations.

I heard a phrase ‘Eat the Frog’ which means do the thing that is distasteful to you and you really don’t want to do. And I use this all the time to help remind me to be brave.

You’ve had an extensive tenure with MercerBell, we don’t see that much these days….why do you think that is?

There’s a belief that you need to move on to be seen to be ambitious and successful. It used to concern me that staying in once place would look bad. And yet, if you look at many leaders of business, they have been in their businesses for long periods of time, which gives them advantages of really knowing the business.

Also, it can be easier to get a promotion by moving on than in your current company. This is because your current business sees all sides of your ability including your development areas. As a society, we are more status orientated than the past when people took time to learn a craft.

I believe a career is long and you need to carefully assess opportunities against what you can achieve within your current employer.

I use a simple three question model when considering my options:

1. Do I like my boss and the company?

2. Do I feel I have an equal value exchange between my package and my input?

3. Am I learning and being given opportunities to grow?

Two out of three is good. And I have never been in a situation where I don’t have two out of the three at MercerBell.

If you could wave a magic wand to make one change to the marketing industry, what would you change?

More diversity. Yes, this is about gender, but it’s not just about gender. It’s also about race, age and many other ways that we are different. I’m keen to see more diversity in the leadership of our businesses.

The statistic that stood out to me in the recent Agency Circle survey is that we are an ageist industry. We do not value the experience of those industry leaders with tenure.

And yet, even though everything has changed in how we reach customers, the principles of marketing are the same. The right message, right audience at the right time. Get, keep and grow your customers. We can learn from the people with years under their belt.

How do you think agencies could further tackle the issue of gender inequality within senior level positions?

There is still very little awareness of Unconscious Bias, a topic I find fascinating and an eye opener to why we have an inequality issue. When it comes to inequality, often men feel they are looked at as the ‘bad guy’. And yet, Unconscious Bias helps us understand that there isn’t a baddy.

I would like to see CEO’s use diversity and inclusion consultants, like Symmetra, to look at their behaviours and language and to use this to help educate and coach leaders to change the language to one of inclusion. This is something we are intending to do and an area we talk about in our senior leadership meetings.

Agencies lose some great talent to client side – what advice would you give to someone considering the move on why to stay agency side?

Sometimes a move client side is the right thing for someone’s career. A stint client side can help you understand the clients needs, more so than if you haven’t.

The benefits of flexible working, better parental leave benefits and shorter hours have been a draw card to client side for many years. However, agencies will catch up.

We have many part time roles in our business, flexible working and a new parental leave policy that is ahead of the market. There is also more bureaucracy and stakeholder management client side. These are things that do not suit some people.

I started as a client side marketer and this has been a benefit to helping me understand clients’ needs. However, I came back agency side because of the many things that give me a buzz about working.

Agencies are full of different kinds of people: creative people who are inspirational to be around, action-orientated people and people who thrive on the adrenalin of speed and change. This free spirit is infectious and helps me get up and put the lights on in the office each morning.

My suggestion to anyone thinking of the switch would be to try a secondment first to get a real taste for it.

As a mentor for the SheSays organisation, what advice do you have for girls who want to be in the marketing industry?

Read the industry press to learn about the different areas of marketing. Look to get an intern role and be happy to get stuck in. Interns can be left without direction when the teams are busy. Make sure you are bold and go and ask people what you can do for them, say you have time, think of ways you can help. We look for people with personal drive and an ability to get up and ask. These people often thrive and end up with a role in the company longer term. All our office managers have ended up with a bigger role in the agency so far!

When interviewing talent what is the one essential personality trait you look for?

Drive. Smarts are great, yet people who have the ability to make things happen are gold. It’s those type of people with drive who can see what needs to be done and will ask and go about looking for solutions are our kind of people. It is drive that will get you through the hard project, make you keep going when you can’t see a solution and that clients will applaud you for.

Know Your Audience

Tue, 26 Jun 2018 04:37:53 GMT

Recently, I met with a lovely Irish girl who held solid skills within the CRM, digital and the CX realm, available immediately (a rare find). After providing some market insights and trends, and asking some more about what kind of agency culture she was looking for I had the realisation she would be PERFECT for one of my clients.

My only problem – they weren’t actively recruiting. However, through solid client management and regular check-ins I have a very good relationship with this client. Such understanding of their business provides me with insights including the fact they are good to their people, they are open to slightly left-of-field profiles; hiring people based on their ambitions and abilities rather than just what’s on paper. And, as a result of their diversity, their culture and the work they are outputting is fantastic!

I told my Irish gal about this agency and her eyes lit up so I knew an introduction was in order, true I had live briefs that I could have chatted to her about or potentially introduced her too but they weren’t right from a “ fit ” perspective. Although I could have pushed her a little, ‘ selling’ her in as it were, it wouldn’t have been right for either her or these agency’s in the long run.

So, off I went to introduce her to the agency of her dreams if not for a role right now, perhaps as an investment for the future.

The result from my client: “ she looks great Bree. Perfect profile, is she available now? ”

The next day my candidate interviewed and as a result was offered a role to start the next day. It just goes to show the trust between candidate and consultant, and consultant and client allows for a seamless recruitment process with honestly and integrity being upheld at every step.

In the last six months 1/3 of my placements have been speculative introductions, demonstrating one of the reasons why I see client partnerships as so important. I therefore encourage all clients to take the time to chat with your recruiter and update them with what’s happening in the agency because you never know when they are about about to meet your perfect candidate!

5 Minutes with Sheryn Small

Tue, 29 May 2018 06:45:17 GMT

Earlier this month we welcomed Sheryn Small to the iknowho team as our newest Lead Consultant. I sat down with Sheryn for 5 minutes to ask her some quick-fire questions about her decision to join us and her experience to date. Here is what she had to say:

Why did you make the move to iknowho?

Having worked in advertising agencies my entire career, I was ready for a change of direction. Once I decided on recruitment, iknowho was the natural choice for me as having been both a candidate and client of theirs I was really familiar with the iknowho brand and all that they stand for. I’m also a huge fan of Dene and knew that I’d be happy working for her.

What’s the one tip you’d give to marketers looking for their next role?

Be clear about what it is you’re after and keep looking until you find something which ticks all your boxes. Better to take your time to find something that’s right, rather than to compromise on something that’s important only to regret it down the line.

You’ve interviewed 100’s of marketers over the years, tell me what impresses you most when interviewing a candidate?

Succinct intelligent answers that are illustrated by great proof points.

You’ve had lots of bosses in various agencies over the years…but who was your best and why?

Anthony Gregorio. He empowered me, trusted me and was never too busy to listen and lend support and guidance when I needed it.

What are you looking forward to most about working at iknowho?

Working at iknowho will give me the opportunity to work across multiple agency brands, big and small, and with great client brands like Apple and Sydney Opera House. I’m really looking forward to helping marketers find the best fit for them and hopefully lending some guidance along the way.

What are you most passionate about changing in the marketing talent landscape?

That’s an easy one. Whilst some small steps are being made, there still needs to be a much greater push for cultural diversity, particularly in agencies, and more females in leadership roles. My former role has also taught me the value of investing in talent through career development and training, so I’ll be encouraging clients to look at this if they aren’t already.

Sheryn is recruiting senior marketing roles for iknowho, including Senior Agency Account Management; from Established Account Directors through to Client Services Directors and General Management, and Client-side Marketing; from Marketing Managers through to Heads of Marketing.

If you are looking for your next career move, get in touch with Sheryn on (02) 8925 9208 for a confidential chat.

iknowho are now paying weekly

Mon, 28 May 2018 05:13:20 GMT

With our new migration to weekly payroll, we want to share with you the top tips for managing your money. What do you need to consider when moving to a new pay cycle?

What a better way to get on top of this change then to speak with Mia Taylor, Personal Financial Adviser at Evalesco Financial Services. Mia has worked at Evalesco Financial Services for over 5 years. Her passion for her job stems from her love of empowering her clients to lead happy, healthy and wealthy lives - something we all want to achieve.

We challenged Mia with the question ‘What are your top 3 tips to manage your transition from one pay cycle to another?’

Make a budget

A budget can be empowering, it’s you telling your money where you want it to go!

A change of payment frequency is a perfect time to reset your budget and make sure that you are aware of your fixed costs while reviewing what your discretionary spending is. If you really have no idea what you are spending your money on, start with your fixed costs such as mortgage/rent, utilities, loan repayments, insurance payment etc. Discretionary spending such as eating out, holidays, general personal spending can be harder to record.

Firstly, set what you want to spend in those areas (providing it works within your budget), the next step is to check in with your budget and review against your actual spending. There are heaps of helpful apps available to help show you your budget vs your actual spend, ultimately empowering you to make informed choices about how you wish to continue spending your money.

Change the frequency of your mortgage or rent repayments

As our housing costs can be one of our largest regular fixed expenses, why not see about changing the frequency so it comes out just after you are paid? This will remove the risk of not having enough left over if living pay to pay is currently how you operate.

Another benefit of increasing your mortgage repayment frequency is that you can save on interest as it’s calculated daily and end up paying more off your loan. For example, say your monthly home loan is $2,500pm if you pay monthly at the end of the year you will have paid $30,000. If you divide your monthly repayment by 4 and pay $625 weekly by the end of the year you will have repaid $32,500.

Set up a bills account

We are big advocates of each of your accounts having a specific purpose and setting up bank accounts which will support your planned spending. Most of our clients will have a bills account. If you pay your bills monthly, quarterly or even annually this is going to help you store money away to make sure you always have enough set aside to cover your bills.

Using your budget, you can work out how much your bills are and then set up an automatic payment to sweep money out of your transaction account into your bills account the day you are paid.

We will be bringing you more great tips from guest speakers over the coming months, so watch this space.

To find out more about Mia, read her profile on Evalesco's website .

An Interview with… David Westgate, Advertising Writer.

Mon, 28 May 2018 04:35:32 GMT

Over the past three decades David Westgate has built a very successful career in advertising as a Writer and Creative Director. Alongside this, he is also an advocate for raising the volume on conversations about mental health in the workplace.

As someone who suffers from Bipolar Disorder, David has a lot to give to this discussion and hopes that by sharing his own experiences and opinion he can help others who are struggling with their own mental health issues.

This month David has launched a simple mental health initiative called CLUB 20. Here’s what he had to say when we spoke to him about it:

Tell us a little about yourself?

I’ve been in advertising for about 35 years. I’ve worked in large multinationals, small boutique agencies and even run my own. In many ways, I’m pretty boring. I married my childhood sweetheart and we’re still together. We have two kids and live in a nice Sydney suburb. If you met me I reckon you’d think I’m a pretty average bloke. To a degree, you’d be right

You have recently worked on a proposal for your initiative Club20. What inspired you to do so?

Throughout my adulthood, I’ve suffered from Bipolar Type 1, so I know firsthand how it feels to be driven by anxieties so strong I sacrificed weekend after weekend to needless work. I know what it’s like to be so sleep-deprived my keyboard resembled a pillow. And I know what it’s like to perform brilliantly in a boardroom one minute only to find myself crying in a bathroom the next. That said, my colleagues never knew a thing. Like most mentally ill people, I’m a remarkably good actor.

Given my experience, I wanted to do something that might help others suffering silently from mental illness. Plus, I wouldn’t mind making a quid from it too.

How do you hope Club20 will evolve going forward?

I want it to be recognised by corporate Australia as a credible, practical initiative that helps employees suffering from mental illness. I want it to be an initiative that complements any programs companies may already have running, and I want it to help normalise this issue within the workplace.

Over the span of your career, what are the biggest changes you’ve seen in the attitude to mental illness in the workplace?

There is far greater recognition of mental health issues within the workplace. Media attention has helped bring this issue into the light and many companies are doing great work in building cultures that are far more inclusive and understanding. That said, many people who suffer still fear ‘coming out’ and revealing their illnesses.

What advice do you wish you’d been given earlier in your career?

Enjoy it and realise that everyone around you has something they can teach you. Often people who think they are the smartest people in the room, are the biggest idiots.

What 3 tips would you like to pass on to someone struggling with mental illness.

1. If you feel you are having mental health issues, do something about it. Speak to your GP. Don’t bottle it up and try and deal with it yourself as it won’t work.

2. Realise you are not alone. 20% of adult Australians suffer from some form of mental illness in any given year. There are heaps of us out there.

3. People love you and want to help. Don’t ever convince yourself they don’t.

If you’d like to reach out to David, you can contact him through LinkedIn . You can also read more on his blog .

Resume 101 – The Do’s and Don’ts

Sun, 27 May 2018 08:09:49 GMT

So you’ve decided to go on the job search, that’s the first step in the process done! The next step is to update your resume. This can be quite painful for some, especially if it’s been a few years since the last tweak.

Questions I know I’ve asked myself whilst creating my resume are: What specifics should I highlight? How do I make it stand out? What language do I use? What tense do I use?! How much detail do I go into? How long will this take?! Job searching can almost be a full-time job in itself.

It can be quite overwhelming and a lot of asking Google questions. So I thought I’d get some advice from our Director Dene on how to whip up the perfect resume.

First things first – how many pages would you recommend a resume being?

I would say one to two pages depending on experience, there’s no reason why it should be more than two. The purpose of a resume is to secure an interview.

Should I go into more detail about my current role?

Depending on how long you’ve been in the role, it does make sense to flesh out the most current role in more detail as far as core competencies; you might have five achievements rather than say two to three.

How do I show my personality and work ethics?

I believe your work ethic will show in your achievements, and the language and layout used will demonstrate your personality. Be careful with creative formats, it can make it difficult for an HR manager or recruiter to read and understand what you do. I believe a simple straight forward resume is best, where it’s easy to ascertain what your key skills are.

Is there a certain style of language or tense that works best?

Simple and straight forward, and keep the same tense the whole way through. And please don’t talk in the third person!

Is there anything else I should add to my resume for extra impact?

I think the key is keeping your resume skills based, and easy for the viewer to understand what you do. We’ve seen some great resumes where there is a career history snapshot. It’s what I call the shop front window; treat the first page of your resume as if you were a retailer showcasing your best product. If the best brands you’ve worked for fall onto the second page, find a way to create a career snapshot on the front page. It acts as a hook – the reader wants to see certain brands and buzzwords, and when they see these, they are interested and read on.

Is there anything I absolutely should not say on my resume?

Honesty is the best policy. Let’s say you worked somewhere for only four weeks as it was a terrible experience, and so you take it off your resume. I think that says more about that experience than you probably want to say. You may be really unlucky and someone will know when you did that role, and then see it’s not on your resume. They will question your trust, your work ethics, and what kind of person you are. So always put it on there, it’s better to explain it rather than having gaps on your resume.

Also on your resume make sure you’re not displaying any confidential information about your previous employers, if there were specific stats on a campaign that you know they didn’t put in the public forum – don’t put it on your resume!

Should I tailor my resume for every job application?

Absolutely tailor your resume! It will do two things – firstly, it will determine if you really want to go for the role, if you can’t be bothered to tailor your resume, you don’t really want the job! I also find if you tailor your resume, it will be more relevant to the recruiter or hiring manager. It’s a no brainer, take the time to put your best foot forward rather than hitting apply – that’s just lazy!

What do employers look for on a resume?

Personally I look for good brands, consistency, and achievements. I want someone who has good tenures in each of their roles. It sounds old fashioned but it says that they chose the right role, they can work in a team, they see a project through – I don’t like big gaps in resumes. And on that note, I also don’t like spelling mistakes – again it’s just lazy!

What’s one common mistake you see on resumes?

The biggest mistake is what I call a renovated resume, which is when someone starts their resume 5 years ago, then every time they change their job they just add to it. What you end up with is a senior resume that looks like a junior resume as all they’ve done is add more and more.

Every time you change jobs you almost should start with a clean page; you will have a different perspective on those roles and even your language will have changed. Don’t renovate, knock it down, start again, and do it properly!

So there we are, our top tips for an awesome resume!

If you have any questions on your resume, or just need some advice, then pop us over an email or give us a call. We’ll be more than happy to help!

Copy of Workplace Diversity Starts with the Recruitment Process

Sat, 28 Apr 2018 04:47:04 GMT

Last week on the 7th April was World Health Day, I was lucky enough to be surrounded by the beautiful New Zealand scenery. This day got me thinking, do others plan as much as I do before going on holiday to maximise their annual leave or am I just a planning fanatic. Taking some planned time away can help personally and professionally - so how do you utilise your annual leave?

Australian’s who are working full time are entitled to four weeks of annual leave, this is plenty of time to have some well-deserved R&R but can easily be wasted if it isn’t well planned. Here are few things you can address to further reap the rewards of your annual leave:

Time well spent: Write a list of what types of break you want to have? Are you looking more to explore a new city or sit by a beach? How many days off do you need?

Public Holidays: If you are lucky enough to book off time around the public holidays then get utilising them. Booking time off around these days can result in a longer break for you and less annual leave days used, be ahead of the game and book your break for the following year.

Travel: There is no better way to invigorate your mind and body then stepping into another culture, enjoying new surroundings that are different to your normal life. I spent two weeks hiking across the South Island of New Zealand, coming very close to one of the few glaciers you can walk across in the world and swinging through canyons. If this doesn’t sound like your type of holiday, then I don’t blame you it’s not for everyone.

R&R: Sometimes you don’t need a week off, you need a short amount of time to relax and just switch off. A short break can help maintain your overall health and help reduce your number of sick days.

What invigorates you? Sometimes the things you most enjoy get pushed to the side due to work commitments. Utilise your annual leave by being reacquainted with those hobbies and interests you’ve neglected, you’ll find you go back to work more invigorated.

Switch off: We all can be a slave to technology, so take some time off from social media and enjoy your break.

Accomplish something: Don’t think a day off is a day wasted, plan to accomplish something that you have been putting off. There is no better self-satisfaction then ticking something off your to-do list.

Well planned annual leave not only allows your work to manage while you’re away but your time off will be more fulfilled, resulting in a happier you and ready to get back to work.

So get planning!

References:

https://www.seek.com.au/career-advice/how-to-maximise-your-annual-leave

http://flexiforce.com.au/do-you-maximise-your-annual-leave/

Workplace Diversity Starts with the Recruitment Process

Sat, 28 Apr 2018 04:43:09 GMT

In previous blogs we’ve discussed workplace culture and the elements within the workplace which help to shape this, one of which being diversity.

Diversity encompasses not only a mix of genders, race and ethnic backgrounds, but also ages, education, tenure and cognitive styles. It’s key to enabling an organisation to develop and grow by utilising the different ways of seeing and approaches to problem solving a diverse workforce provides. And, as an overwhelming amount of research demonstrates, diversity also breeds innovation which is critical to business success!

Workplace diversity starts with the recruitment process. Our director, Dene Gambotto discussed some tools used here at iknowho in a Q&A with AdNews earlier this year. This includes guiding hiring managers to be able to identify subconscious bias when it comes to selecting the right candidate through our online quiz , as well as the option to present blind CV’s.

Tools like these are so important to change what is arguably a lack of diversity in our industry. This has been an ongoing topic of discussion, and in an interesting blog published earlier this month on Mumbrella , Bob Hoffman identifies the presence of ageism in particular within the advertising space compared to other creative industries.

So, what are some of the benefits your company can experience from engaging a diverse workforce?

As already mentioned, lets start with innovation . With a wide range of backgrounds comes a wide range of experiences and needs. Bouncing ideas around a team of multiple skills and perspectives drives idea generation.
Innovative, diverse company cultures are also typically more desirable from an employee perspective. This helps attract and retain a quality workforce , creating a full circle effect for the next round of applicants!
Language . Hiring employees who speak other languages can create opportunities for a business on a global stage. A variety of cultural backgrounds can also help businesses transition overseas.
Meeting people from different places and backgrounds also enables employees to grow both professionally and personally. It encourages an open-minded perspective and a deeper understanding of the wider population, both nationally and internationally.

In the words of Dr Adam Fraser at last years iknowho breakfast event: “diversity in the workplace is critical, not only is it the right thing to do… diversity just makes organisation’s better”. You can read our key take-outs from this interactive workshop here .

Many large companies talk about diversity as an area of business strategy. Whilst a mix of faces in a team photo looks good on the company’s about us webpage, those who really embrace a truly diverse workforce reap many more rewards.

References:

https://www.fastcompany.com/40515712/want-a-more-innovative-company-simple-hire-a-more-diverse-workforce

https://www.forbes.com/sites/ekaterinawalter/2014/01/14/reaping-the-benefits-of-diversity-for-modern-business-innovation/#68f08dd2a8f6

Why is your LinkedIn Profile Important? | iknowho

Fri, 27 Apr 2018 07:44:58 GMT

I’m not looking for a job, I’ve got a CV I can update, I’m too busy to be updating another form of social media. If this is how you are thinking about your LinkedIn profile you are missing the point, and potentially opportunities!

As a HR & Talent Specialist, I am always keeping my eye out for fantastic talent as well as looking at how companies are representing themselves to potential candidates. LinkedIn is a powerful tool for both companies & individuals to represent themselves.

So, although you aren’t actively looking for a role, if a career-defining opportunity was to show itself would you be interested in exploring it? Yes? So how do you make sure these opportunities don’t sail straight past you? That’s a really big question, but here’s the answer to at least one channel for you to review and consider.

The best talent scouts, be that in the sports arena or business world, are those who seek and don’t just wait for talent to answer an ad they put on a job board. They are actively looking… for you!

Using your LinkedIn profile as more than a bare-bones CV will ensure that any talent scout looking for someone with your skills will find you through searches and gain enough information to want to find out more.

On top of this, the new LinkedIn algorithms will help point you in the direction of jobs that suit you and linking you to employers. The more defined your skill set the better.

With just the bare necessities on your profile – job title and years, it is highly unlikely that you will be attracting the attention you desire. Consider how a talent scout will work;

Searching for candidates with skills and experience that align with the role;

Assessing;

each potential candidate with the information provided, to look for skills fit;
the businesses the potential candidate has worked for, to look for cultural fit;
how the potential candidate presents themselves, to look for professionalism

Reviewing the professional testimonials to see how connected the potential candidate is and how others speak about them, as well as how many people have endorsed them with a personal note – not just the click endorsements.

All this information is going to help you cut through if someone is looking for your skill set. If they have enough information to realise you could be a candidate they are more likely to get in contact. Giving you the opportunity to listen and decide if you are interested or not – much better than not even knowing about the opportunity.

If you are looking for a job, let LinkedIn help you! The more detailed your job descriptions, skills and profile the better the job matches. Many companies are now using the new LinkedIn Life Page and job titles. When you visit their life pages jobs that suit your experience will be listed for you, allowing you to explore opportunities with them.

LinkedIn is a growing platform, it’s a tool for your career. Don’t be afraid to put yourself out there for the world to see how great you are!

Take a Break, Take a Planned Holiday

Tue, 03 Apr 2018 17:38:08 GMT

Time well spent: Write a list of what types of break you want to have? Are you looking more to explore a new city or sit by a beach? How many days off do you need?

R&R: Sometimes you don’t need a week off, you need a short amount of time to relax and just switch off. A short break can help maintain your overall health and help reduce your number of sick days.

Switch off: We all can be a slave to technology, so take some time off from social media and enjoy your break.

Well planned annual leave not only allows your work to manage while you’re away but your time off will be more fulfilled, resulting in a happier you and ready to get back to work.

So get planning!

References:

https://www.seek.com.au/career-advice/how-to-maximise-your-annual-leave

http://flexiforce.com.au/do-you-maximise-your-annual-leave/

Who has the best Culture?

Wed, 28 Mar 2018 04:54:15 GMT

Last night marked the AdNews 31st Anniversary Agency of the Year Awards. A fantastic night held in the Star Ballroom. Hosted by the very funny ‘tongue and cheek’ Gretel Killeen, who kept the audience at the edge of their seats. The night saw in over 700 people from the advertising, marketing, and media industry.

The night saw so many nominations and winners with brilliant campaigns. For me, one of the highlights from the evening was the emotional speech from The Toms (the leaders of M&C Saatchi Sydney), who have been honoured as 2018 entrants to the Advertising Hall of Fame. Their speech left everyone wanting to work with their best friend for the next 26 years.

As the founding sponsors of the AdNews People & Culture Award, we want to reward the companies that invest in their people. The companies that go that step further to embrace change and diversity within the workplace. Massive congratulations to the finalists - Adrenalin, The Royals, and The Works Sydney, all of whom had brilliant entry’s demonstrating how they put their people first. This was The Royals and The Works second year as finalists.

I am happy to announce that the winners of the People & Culture Award are the REA Group. How does the REA Group have the best Culture? They are committed to their staff’s wellbeing by holding three-day quarterly events, where people can work on their own initiatives such as health coaching, fitness classes and much more. They are accredited as a White Ribbon Workplace - recognised for taking steps to prevent domestic violence and respond to violence against women. This is just a snippet of what the REA Group do to keep their staff happy, their efforts have contributed to a staff engagement score of 85%. The REA group has set the standard very high for next year’s entrants.

In the coming blogs, we will be interviewing all finalists, as we are keen to share what they do to make them the best of the best of the industry for People and Culture.

To check out more from the night, have a look at our Facebook , Instagram , and Twitter .

Celebrating the Bold and Beautiful Ad Campaigns | International Women’s Day

Mon, 26 Mar 2018 07:13:19 GMT

As International Women’s day is upon us, and with diversity and the #metoo movement being such a hot topic right now, I thought we should bring some light by looking at some of the positive women focussed marketing campaigns in recent years.

For those of you that don’t know about International Women's Day (March 8) - it is a global day celebrating the social, economic, cultural and political achievements of women. The day also marks a call to action for accelerating gender parity.

Brands are now understanding that it is a company’s values and morals that people connect with and is important for the longevity of the brand, rather than just getting the product and brand name out there, you need to tell a story.

Here are my personal top 3 picks from recent years;

AFL Women’s - “I’d like to see that”

Jemma Wong, Head of Audience Growth at the AFL, took the brand in a new direction and launched Women’s AFL by leveraging the equity from the much loved ‘I’d like to see that’ campaign. With the help from some of Australia’s highest profile sportswomen and men, Jemma set a new standard for women in sport, reaching new audiences through different channels.

This campaign highlights how AFL has changed and evolved over time. The players are having a powerful impact acting as role models and empowering younger girls to take part in AFL.

The original 1994 ‘I’d like to see that’ campaign is still one of the most loved and influential adverts AFL have ever produced. Check out the 1994 and 2017 campaigns below.

1994: https://www.youtube.com/watch?v=xsMPGOzjBmo

2017: https://www.youtube.com/watch?v=p1UEy5Lv20U

Sport England - #thisgirlcan

This inspirational campaign aimed to inspire women to get involved in sport more frequently and not fear judgment when they do - as they found this as a main barrier for women. “Initial findings from the Active Women project suggest the key to successful recruitment of women is to address common concerns, such as self-consciousness about fitness, weight or sporting ability.” ( Sport England )

After only 1 year after the launch of this campaign, 2.8million 14-40-year-old women claimed they have been involved in more sports because of the #thisgirlcan campaign. Which is a great result and ever-growing.

https://www.youtube.com/watch?v=BZoXyIxqFRc

The Australian Government - Stop It at The Start

An emotive campaign that was for the prevention of domestic violence and an important message to younger generations.

According to White Ribbon , and quite shockingly;

“One in three women have experienced physical and/or sexual violence perpetrated by someone known to them.”

“intimate partner violence is the leading contributor to death, disability & ill-health in Australian women aged 15-44.’

This ad, created by BMF and launched in 2016, was targeted at 'influencers' (i.e. parents, teachers etc.) to become more aware of gender negative language they use that can influence their children to grow up with disrespectful behavior learnt from this; sexist remarks like ‘throw like a girl’ and ‘he only does it because he likes you’.

https://www.youtube.com/watch?v=Y_WcaIkWYuk

We are moving in the right direction and long may it continue!

Want to talk about gender equality in the workplace, diversity in the hiring process and more.
Get in touch with us today. Get in the know.

The Two-Year Itch

Mon, 26 Mar 2018 05:02:11 GMT

Working as a talent consultant and meeting many ambitious young people every day, you do tend to notice a few trends. One I would like to contemplate a little more today.

Me: So why do you want to leave your current role?

Candidate: Well it’s been over 2 years and I just think I need a change

Why is it that we think we need change to continue growing?

Wouldn’t moving up in your current role also be change, building on what you have spent two years working on to leverage a pay-rise or a promotion? As an employer you would think so, as an employee unfortunately not the case. And yes, you guessed it - this is generational so it’s only going to get worse!

“Today, the average person changes jobs ten to fifteen times (with an average of 12 job changes) during his or her career”

So how do you build a business if your people are wired to want to leave in two years’ time, for no other reason than a change?

The answer: Be the change!

Creating a dynamic work environment tailored to the individual’s stage of life is a way to align the business and their personal/professional goals, therefore keeping them motivated and engaged.

Think of it as a relationship, they need to change and develop with honest communication over time to continue to grow.

One of my favourite agencies, not going to name name’s but it’s a boutique events agency. Has the highest staff retention I’ve ever seen, and the staff absolutely live for the agency.

So, what's their secret?

By treating everyone as exactly that - an individual!

When their Events Manager (who had been there for two years’) boyfriend got transferred to Melbourne, did they say well that’s sad off you go – no! They sent her to open the Melbourne office, she was so grateful for their loyalty and open mindedness she worked her arse off to build it to the success that it is today.

When their Account Director fell pregnant did they start recruiting for her mat leave and moving her off the business? No – they hired her a PA/Nanny so she could work from home and be in the office when needed.

When their junior wanted to go back to study one day a week did they bat an eye? No because by her bettering her education she would in turn bring a wealth of knowledge to the agency.

Do you see a trend here?

People are ever evolving and growing. The trick is creating a business that grows and evolves with them. If you hire the right people and you can accommodate their personal and professional goals they won’t go anywhere – because they won’t need to. Never be afraid to think outside the square when it comes to managing your people because no two are the same.

Adapting your work culture to accommodate your employees’ needs is how you retain them. Work culture is an important factor to our candidates and to the iknowho team . That’s why we’re proud to announce that we’re the founding sponsors of the AdNews People & Culture Award , to celebrate those companies that go above and beyond.

If you would like some more tips on retaining your staff and getting the best out of them by doing the best for them to get in touch with ikno who we are always here to help.

Speaker Series: The Past and the Future

Mon, 26 Mar 2018 04:55:00 GMT

If you don’t know what the iknowho brand stands for, then let me tell you, it’s all about the professional service we provide and the knowledge that we share to our candidates and clients alike in the hope of building long-term relationships. How do we share our knowledge? Through our Speaker Series, Interactive Breakfasts, Interview Training and Award Sponsorships.

Our Speakers Series allows our candidates to get up close and personal to some of the biggest names in Marketing, listening to exciting panel discussions with gripping questions. You leave more enlightened with helpful advice from those who have walked the walk.

In August 2016, we hosted our first Speaker Series event, addressing the topic Agency vs Client Side; how do you know if moving from an Agency role to a Client Side Marketing role (or vice versa) is the right thing for you? We were joined by our industry experts; Boo Mitchell, Manager People, Communications & Finance at CBA, Tim Rozea, Partner at The Conversion Group, Silvia Arrigoni, Head of Brand Marketing at Society One and Jacob Baldock, Global Brand Manager at Meat & Livestock Australia. We addressed the steps you should take, the challenges you may face and helpful advice if you’re considering a career change. To gain more insight check out our blog of the night.

Fast forward to last February, where we were joined by the likes of Aaron Fuller, Head of Marketing at Qantas Assure at Qantas, Hayley Goodman, Marketing Director at MTV & Comedy Central ANZ, Jayne Andrews, Marketing Director at Carnival Cruise Line and Sally Byrne, Marketing Director at Coca-Cola Amatil Alcohol & Coffee.

Our key takeaways were Aarons personal attributes to get to the top "push the envelope, push the status quo". When discussing what is more beneficial a sideways move or staying in the same role, Sally’s response was “it’s the ‘company you keep’ the literal company - if it is a backwards or sidewards step, it is the company to focus on; is it the right cultural fit, can you see the progression, have you got passion for it?”, some great advice to mull over. The panel offered great knowledge to reach those senior roles, check it out here .

Last August our third Speaker Series focused on agencies, Network vs Indie - what’s right for you? Our awesome panel of Speakers were Victoria Curro, Managing Director at LIDA (M&C Saatchi Group), Cade Heyde, Managing Partner and Co-Founder of Special Group and Brooke Chilcott, Head of Account Management at Host.

Addressing the differences, processes, and progression within Network and Independent Agencies. When faced with the question "How do you understand a new agencies style and culture?" Victoria suggests “ask questions about where are the decisions made. Ask about the tenure of people; if you see that people are leaving, is there a reason for that? I think it’s more culture that makes people leave than just hard clients". Cade's approach is asking for "proof points", "we ask our clients for evidence and proof points when they brief us on their products and services for campaigns - we should do the same for our internal culture, so get agencies to talk about their proof points and the reasons why they make those claims". Check out more on the discussion here.

If you haven’t been to one of our Speaker Series then it’s your chance to ‘Get in the know’ on Wednesday, March 21st at The Winery. Our executive panel for this event is Craig Hutchinson, Strategy Designer at Deloitte Consulting, Tarra van Amerongen, Group Director at Fjord and Dan Pankraz, Head of Strategy & Innovation at Leo Burnett, discussing designing to disrupt in an ever-changing environment. As we have already reached capacity for this event, please feel free to join our waiting list.

Review: Speaker Series IV

Wed, 14 Mar 2018 04:48:55 GMT

A grey and wet Sydney night was lit up by out first design focused Speaker Series, with an incredibly high calibre of speakers and attendees. Held in a classic, authentic space at The Winery it certainly set the perfect scene. Our speakers Tarra van Amerongen from Fjord, Craig Hutchinson from Deloitte Consulting and Daniel Pankraz from Leo Burnett certainly lived up to their reputations, offering highly engaging and thorough answers to all my questions.

With the Q&A focused on how best to engage clients with design thinking methodologies that work for all stakeholders in projects. Onto how to create environments that promote rich, open and creative problem solving.

It is clear that whether you are working in an agency or consulting they are offering a very orginal and open approaches when trying to tackle clients with the question of disruption and innovation. Both taking a creative, new and adaptive way to engage and challenge clients to bring highest value on brands and projects.

I will be sharing direct content from the event over the next week.

Celebrating the Bold and Beautiful Ad Campaigns | International Women’s Day

Thu, 08 Mar 2018 17:41:37 GMT

Here are my personal top 3 picks from recent years;

AFL Women’s - “I’d like to see that”

This campaign highlights how AFL has changed and evolved over time. The players are having a powerful impact acting as role models and empowering younger girls to take part in AFL.

The original 1994 ‘I’d like to see that’ campaign is still one of the most loved and influential adverts AFL have ever produced. Check out the 1994 and 2017 campaigns below.

1994: https://www.youtube.com/watch?v=xsMPGOzjBmo

2017: https://www.youtube.com/watch?v=p1UEy5Lv20U

Sport England - #thisgirlcan

https://www.youtube.com/watch?v=BZoXyIxqFRc

The Australian Government - Stop It at The Start

An emotive campaign that was for the prevention of domestic violence and an important message to younger generations.

According to White Ribbon , and quite shockingly;

“One in three women have experienced physical and/or sexual violence perpetrated by someone known to them.”

“intimate partner violence is the leading contributor to death, disability & ill-health in Australian women aged 15-44.’

https://www.youtube.com/watch?v=Y_WcaIkWYuk

We are moving in the right direction and long may it continue!

Want to talk about gender equality in the workplace, diversity in the hiring process and more.
Get in touch with us today. Get in the know.

Culture: What’s in it for the Employer?

Wed, 28 Feb 2018 04:58:35 GMT

In my previous article, I explained what culture means and the metrics you can use to keep it in check. We learnt from our iknowho candidate survey that culture is the most important factor when it comes to looking for a new employer, but what does a good work culture mean for the business?

Look at work culture as the character that shapes the person, work culture is what defines the organisation. It is widely understood that having a positive encouraging environment can help an individual grow whether that be in the office or at school. Being amongst a negative environment can lead to a lack of performance and creativity.

What do you gain with a strong and unified work culture:

Identity: Your company's culture represents your brand's image and values for your employees to act by. If you’re seen as a fun-loving brand, then your employees will emulate this.
Retention: Giving incentive and appraisals aren’t always enough to retain your staff. It’s going that extra mile and trusting the employee, instilling a sense of confidence and unity. If the employee feels the love from the company then they in return will be loyal to the organisation.
Looking out for one another: Working with colleagues that help one another can help you develop your skill set and improve your performance. An employee’s behaviour is dependent on their own individual character but is also shaped by the organisation. When you start a new job, you observe the people around you, if your fellow workers are working collectively, you will adopt this behaviour. Entering a workplace where everyone is out for themselves creates hostility and demotivation.
Attracting more talent: Candidates are always asking what is the company culture like? The iknowho consultants are in the know when it comes to an organisations culture. We offer candidates insight to place them in the right environment based on their own personality and expertise. When an employee is happy then they will advertise this to their friends, ex-colleagues resulting in more individuals having interest in your company.

Having a strong company culture is not only beneficial for the employee but also the employer. Our iknowho survey showed back in 2014 that the number one important factor was career development then brands, nowadays culture is the priority, ensuring a good work culture is a great way to retain your staff and get the best out of their abilities.

Culture is very important to us and for that reason, we’re proudly sponsoring the 2017 AdNews People & Culture award, for the second year running . Who will be this year's winners? Watch this space for more articles on culture.

References:

https://www.forbes.com/sites/larryalton/2017/02/17/why-corporate-culture-is-becoming-even-more-important/#7bd8428169da

https://www.peoplematters.in/article/culture/importance-of-building-a-working-culture-15191?utm_source=peoplematters&utm_medium=interstitial&utm_campaign=learnings-of-the-day

Knowhow to get the most out of your recruiter part 2

Tue, 27 Feb 2018 07:55:15 GMT

Following on from my previous blog on choosing the right recruiter for you…you have now hopefully picked your perfect recruitment partner…but what next? Here are my top tips on getting the most out of your recruitment relationship;

Ask questions - When you meet face to face, come armed with some questions on the market, on your interview skills etc. They should be able to give you some great insights and tips on how to improve, it is all helpful for your career moving forward.

Be honest - This is, I think, where recruiters get a bad rep and this needs to change. This is a two-way relationship and both parties need to upfront and honest with each other if it is going to work. Be honest with them and they will be honest with you, if you are guarded and don’t want to give details then be prepared that you may get this back. Open conversations based on honesty and trust will certainly get the most out of your recruiter, which links into…

Keep them in the loop - recruiters at the end of the day are people and my motto in life is ‘treat people how you wish to be treated’, if you want that open and honest relationship with your recruiter.

Show your personality - Tell them who you are, what you care about outside of the workplace, how you like to be managed and how you like to work. This helps them when meeting clients and matching this with your personality. Culture and being yourself in work is so very important so don’t put on a façade with your recruiter, arm them with all the information you can so they can do the best job for you.

If you would like to hear more from iknowho and start a long-lasting relationship today please do get in touch, it’s about being in the know.

Why is work culture important to iknowho?

Mon, 26 Feb 2018 05:16:58 GMT

In the previous blogs, we have reviewed what culture means, how to measure it and the importance for the employer. As the founding sponsors of the AdNews People and Culture Award, here’s why culture is important to ikno who , our clients, and our candidates.

The term culture is thrown around on a regular basis, it’s what we as consultants use to help create the best matches - great talent with ideal working environments. It’s really important for us to know and understand the existing culture our clients foster as well as what our candidates are looking for.

Companies that go above and beyond should be acknowledged and that’s why we worked with AdNews to develop a dedicated award in 2016. This award is a proof of concept, a good work culture is built over time not overnight, these award submissions allow companies to highlight what they do and what makes them stand out. Our last year’s finalists mentioned that this award inspired them to keep improving and being more innovative.

So why is culture important to us?

Ikno who has been conducting a candidate survey since 2014, asking the question ‘When choosing a new employer, what is most important to you?’. In 2014 the priority factor was career development, then brands, work/life balance then culture. In 2017, culture became the priority, by a long shot followed by work/life balance.

These changes are not surprising with different generations bringing in new experiences and expectations. Candidates are asking more questions around company culture, how the company benefits them; what value the company can add to their career growth and lives, the relationship their managers, work benefits and what’s going on with the business. With the growth of work-life integration, candidates are more keen to understand the expectations of them before they start a new role.

In return, clients are listening to their staff and working with them. One of the finalists; The Works Sydney offer a Family First Initiative, this enterprise provides return to work bonuses to assist with childcare cost, paid parental leave and flexible working hours. Those without children are offered experiences revolving around spending time with family and friends, therefore not leaving anyone out.

As you can see from the Q&A when our Director, Dene Gambotto sat down with AdNews Editor Rosie Baker, when it comes to searching for a new role, culture is at the forefront of our talents mind and ours as well!

Thank you to everyone that participated and congratulations to the 2017 finalists; Adrenalin, REA Group, The Royals, The Works Sydney. We are looking forward to seeing everyone at the event on March 15th. Stay tuned to find out the winner.

Culture: What does it mean to you? How do you keep it in check?

Sun, 28 Jan 2018 05:08:04 GMT

In the 2017 iknowho candidate survey, over 90% of candidates listed culture as the most important factor when choosing a new employer, followed by career development and work/life balance.

But what does culture mean? Culture is the environment that surrounds us; which can shape work enjoyment, work relationships and work productivity. Within work, each employee’s beliefs, assumptions, values can impact a company’s culture.

We now know what it means, but how do you know whether your company culture is good or bad? You need to speak to the employees that are amongst it. Having regular open conversations with employees can help build your culture and deter from anything negative.

What should you be checking on?

Communication - Do you communicate with your broader teams when making decisions? Organisations that want to build a good work culture will want to communicate their decisions across to their teams and be as transparent and inclusive as possible.
Having a voice - Does every member of the team have a voice? Allowing every individual opportunity to speak their mind freely, will give them more control and improve the company’s culture.
Having autonomy - Do you encourage independent working? This is an opportunity for the individual to make their own decisions, an opportunity like this can show an increase in productivity and office morale.
Value - Do you show your employee’s that you value their time and effort? Offering benefits such as flexitime or quarterly work events, are a great way to show that you care and a great way to boost employee happiness.
Do you practice what you preach? When a new policy is put in place, do all members of staff follow it? To promote a good culture everyone must abide by the same guidelines.
Growth & Development - Do you offer an opportunity to your employees where they can develop their skill sets? Continual learning will keep an employee motivated and refrain from feeling bored.
Diversity - Every culture needs diversity. People’s different inputs and backgrounds are what shapes our environment, an environment that we can learn from.

This is a snippet of what you can measure your organisational culture on, but it’s a good start. Read through the list and mark your company out of 10. If you’re scoring below a 6, then give yourself a 2018 goal to improve it to an 8. Share this with colleagues and see how they would score the same company, bounce ideas off each other for how you can boost your organisational culture. Don't forget to check out last year's metrics , for more inspiration.

References:

https://www.thebalance.com/culture-your-environment-for-people-at-work-1918809
https://gothamculture.com/what-is-organizational-culture-definition/
http://www.selectinternational.com/blog/the-culture-checklist-good-organizational-culture

Knowhow to Get the Most out of Your Recruiter - Part 1

Sat, 27 Jan 2018 07:59:59 GMT

Here at iknowho we always try to put our candidates and clients first, making sure we build real relationships, not transactional ones. Recruiters sometimes get a bad rep, I personally have worked in recruitment for over 7 years within different companies with different values and demands - isn’t an easy job and yes there are cowboys out there but there are also some cracking ones that genuinely care and can help you in your career.

Recruiters are just people at the end of the day, we are human. If you want to build a successful relationship it is a two -way street, whether you are a client or a candidate looking for your recruitment partner it is important to choose wisely first, before working with a recruiter. Here are my personal top tips for choosing the right recruiter for you;

Referrals from friends in the industry - have your friends worked with recruiters in the past, if so who would they recommend, this is the best way I would say as it is someone who has had a real experience. Recruiters should share the same values as the company they work for, but the best referral is probably for the individual person as a recruiter rather than the company.

Reviews - in our current world of technology, online reviews are more prevalent and a great way to choose a service, product etc. Companies can make claims, and shout about ‘putting the customer first’, hearing it from the horses’ mouth is a different thing.

Meet them face to face - judge for yourself. If the recruiter is only willing to chat over the phone, then do they really have interest in you and your career? They should ask to meet you and if they don’t then ask to meet them! You will know when you meet face-to-face whether you will have an open, honest relationship with them and if they really know their stuff!

An extension of your brand - whether you are a client or a candidate on the job hunt it is important that you look at your recruiter as an extension of your brand. Ask yourself - ‘Am I happy for this person to represent me/our brand?’, do they have a good knowledge of the market, smart with their questions, personable and genuinely care? Trust your gut and yourself in making that judgement.

So, my final piece of advice would be to choose carefully , this should be a long-lasting relationship you are creating so get the foundations right and I promise it will make your life so much easier!

Look out for my next blog (part 2) with my tips on working with a recruiter

Tips: Applying for Client Side Design Roles

Sat, 27 Jan 2018 07:39:28 GMT

In recent years we’ve seen a steady increase in the demand for design and technical and you may be wondering if the grass is greener? If you are considering the move in-house here are my top 4 things to consider before applying:

Get ready for a long and more formal interview process; Unlike agency departments, client-side teams primarily hire on team fit and culture. So though your hard skills will be utilised and required for the job, you will need to be incredibly mindful of your social and written communication. You are most likely going to need to be able to impress several gatekeepers through the process, with your resume and social presence needing to have significant cut through.
Connect with/follow market leaders and industry specialists, including reading blogs and sharing interesting content. Be objective (if you like), because having an opinion is very important, though try to avoid offending people as you never know when you might be bump into someone with a different opinion. Embrace change, don’t fear it. New skills and development are not only essential to improve your ability, they also show future employers that you can add value to the environment and show that you want to always improve.
Get prepared to present yourself in person and socially; Putting together a resume or your LI profile is not only a history of career. It is a presentation that should sell you, your work and why someone wants to hire you. With a big emphasis on a high quality introduction of who you are, the kind of worker you and to create a bit of personality. I feel that whether you are actively looking for work or you are having a more passive search, you should always try to keep your social media/online portfolios up to date.
What are the 3 biggest benefits of a client-side move?
- Flexible work practices – There tends to be true work-life balance within client-side roles, the chance to work from home and flexible job share/part-time opportunities.
- Being seen as a specialist – in traditional agency roles, it has been very hard to be considered a specialist, with the agency expecting a broad range of skills for every single staff member. Client-side staff will more than likely be able to become a specialist and hone your skills.
- Training, development and personal growth – most client-side companies have training budgets, have a focus on developing team members and can create a genuine career path to your personal success and growth.

This will my first of several blogs on this and other industry subject matters, so if you have anything to add or share on this subject or any other please stay in touch.

3 Things I Learned about People from People in 2017

Wed, 03 Jan 2018 05:25:44 GMT

People are absolutely fascinating creatures, and during 2017 I met roughly 520 (give or take) individuals all with their own unique personalities, aspirations, and skills.

One of the best pieces of advice my director gave me was about unconscious bias: see quiz to test yours here https://www.iknowho.com.au/blog/2017/06/unconsciousbias . Essentially how NOT to make up your mind about someone in the first 30 seconds and also (and this did not come naturally to me at first) how to listen. This was a professional breakthrough for me but also a personal one. Coming from an advertising background my ability to talk at people was the money maker, and yes it still comes in handy but the power to really listen to someone is where the real value lies and trust can be gained.

I am proud to say I have wonderful relationships with my candidates who trust me enough to put their professional future in my hands, and that is something I take very seriously. This honour has come from getting to know every candidate individually, hearing their experiences, learning about their personality and also their professional dreams and aspirations.

Although every individual is unique, I did seem to notice trends in their experiences and hopes for the future that it made me realise in essence we are all connected in some way:

Positive re-enforcement creates happiness.

I love to ask the question what have you most enjoyed or are proud of in their career? 99% of the time their face will light up and immediately return to a place where they felt happy and a strong sense of achievement. It isn’t always about what the project was – it was how it made them feel. Give your staff or peers positive reinforcement for their achievements – you just don’t know the milestone memories you might be creating for them.

Career progression isn’t just a title change, it’s being publicly given more responsibility and trust within the company.

People need to feel they are growing in their role and lives, the most dangerous thing to a business is bored staff (but that’s a whole other article). Funnily enough, whacking the word senior in front of someone’s existing title doesn’t do very little to inspire. People want to feel they are stepping up and being given more responsibility and trust within the company, if you have a flat structured business you will still need to create paths of progression for each member of your team. Make it personal to them – not everyone wants the same thing or in the same amount of time. Use incentives to motivate, tangible achievements can also be a way to show progression.

People won’t always remember what happened, but they will always remember how it made them feel.

Interacting with so many people on a daily basis, unfortunately, it can become difficult to remember each individual (because I’m not a robot). What I do remember very vividly though is their energy. Interactions with people who have a great vibe give me energy and it's infectious! You physically feel better coming out of a meeting with someone motivated – it’s so refreshing and it’s contagious. If you can bring your best self to work each day (and some days will be better than others) you will start to feel the environment around you change as your positive vibe spreads. NB if it doesn’t spread get out of there the place is a morgue. As a rule of thumb though creating a positive energy in our daily routine will have a profound effect on your work and personal life. It might take a conscious effort at first and I encourage personal breaks, but soon enough it will be second nature and people will literally gravitate towards you (great for business).

I hope those insights left you with a few ideas that will help with planning the best 2018 ahead!

Have a safe and happy Christmas break.

Back to Work After a Baby

Thu, 28 Dec 2017 05:30:12 GMT

So you’ve decided you’re ready to head back to work after having a bub …. you may have had 6 months or 6 years off – either way, it’s important to plan for this and to be realistic.

I believe a good job search starts with a well thought out plan or brief…so the first thing you need to lock in is childcare. It’s really important you do this BEFORE the job search – as we need you to be ready and available to work when you start interviewing. Having done this dance myself I know that childcare can take weeks and in some cases months to find, so I encourage you to start this process early. I’d also recommend that you choose care closest to home and be open to the days of the week – the more flexible you can be the faster it will be for you to secure care.

Once you’ve secured a spot you can start the search, however, I highly recommend that you don’t start working the same week as your little one/s start childcare. Give you and your family at least 3 weeks to get settled (if you can financially) before starting your new job.

The search

Be realistic with the days/hours you can manage now that you’re a parent – seek advice from industry recruiters as to how feasible it will be to secure such a role. Get an idea of the time it will take for the search and determine how long you can afford to be paying for childcare without working. Take the time to plan for this and it will ease the pressure both financially and emotionally.

When interviewing ask your future employers to tell you how they provide a family friendly workplace. Ask about how other employees work reduced hours or days around family commitments. Ask lots of questions to ensure they are the right company for you.

Getting good at the juggle

The first week of childcare can be toughest on Mum and Dad…while the second week your little one may catch on that this is the new “norm” and decide to be quite unsettled that week (so no need to add the pressure of your first week into the mix). Once the little one is settled be prepared for the dreaded childcare bugs…so you may have to rely if you can on a nanny agency, friends or relatives a little, so have a think about your support network and get them ‘prepared’.

Get a freezer full of quick go-to meals sorted in advance – as by doing this you minimise not only your need to cook but shop too….as that stop to Woollies between work and childcare pick up may just not be doable…or at least with a toddler/baby in tow can be quite the thing to test your level of patience.

Be kind to yourself and know that it will take you all at least 6 weeks to get into the flow. Be open and honest with your employer. Ask for support from friends and family.

And most importantly believe in yourself – quite often a few months away from the workplace can leave parents wondering if “they’ve still got what it takes” and I assure you that you do. Some of my best hires internally here at ikno who have been working parents – they’re committed, grateful and super organised…and have a level of resilience that wasn’t their pre-kids (sleep deprivation will do that).

New Year New Me

Tue, 26 Dec 2017 05:25:49 GMT

You have to look back to look forward

It’s that time of year again, Christmas parties are the norm (as are the sick days), last minute projects being pushed out the door (or pushed until the new year), and that realisation like a bucket of ice water over your head that yet another year has passed.

It’s easy to feel the burn (out) at this time of year, we’ve spent on average 2080 hours with our colleagues, clients, and suppliers. It’s natural to be ready to run screaming into the X-mas break never to return. My advice, look past the last few weeks, think about the achievements you have made as an individual and as a team. The new skills someone took the time to teach you and the time that Amanda in accounts helped you out with that invoice you couldn’t understand. This isn’t a time to fed up or frustrated but a time for gratitude and reflection on the good times you’ve had.

However, if you are thinking of jumping ship, if you truly believe you have outgrown your current company and no longer see professional growth on the horizon then there is a more practical way you could be spending your precious 10 days over X-Mas New Year apart from floating around on an inflatable thong drink in hand.

New Year/New Job Survival Check List:

Have you spoken to your current employer and expressed your concerns/reason for wanting to leave? Best to get that conversation out of the way as they will most likely counter offer you anyway and this way you are all on the same page. Also, it’s a learning for them on how to retain their staff. (Go to question 2)
Is this a slight change or a full career shift? Do you still believe there are a passion point and personal professional growth in your current role? (If yes go to question 3) (if no go to question 4)
Reflect on the parts of your role that you enjoy and gets you excited, the parts of your role you are naturally interested in and also the parts you seem to excel in. Another handy trick is to think of people more senior that you aspire to, what path have they taken to get to where they are? (then go to number 5)
This is probably where you need to see a coach or careers guide, my Tuesday afternoon quiz can only take you so far.
Now’s the time to start researching the roles that are right for you based on your transitional skills and natural interests and passions, start reaching out to specialist recruiters, people who inspire you, mentors and people you trust and respect who have managed you in the past, they know your working style the best of all.

It’s an exciting time, but you want to go into the search armed with your own personal and professional reflections and a clear picture of what you are looking for next. Go forth and grow!

iknowho are always here to provide advice on next steps in your marketing career, interview training, and CV writing.

Finding your ikigai

Tue, 28 Nov 2017 05:39:01 GMT

You’ve probably seen a few posts lately about ikigai (pronounced ee-kee-guy) and wondered what it’s all about. Since I first started reading up on the concept, I’ve often found myself sharing it with others. Why? Because at some point in most peoples lives, and careers, we stop and question what we are doing and why.

So what is ikigai?

Ikigai is a Japanese concept. There is no direct translation (and for any Japanese people reading this I apologise if I get this wrong), but it’s thought that ikigai is a combination of ikiru (‘to live’) and kai (‘the realisation of what one hopes for’). Or to put it more simply it’s about ‘a reason to live’. Think about the French phrase ‘Raison d'être’.

Finding your ikigai is all about a search of self or finding your purpose.

Which can take time.

Is this about work or life?

In the work I do (recruitment in the creative agency space), I find that as people become more senior in their careers, after years of blood, sweat, and tears, they find themselves having got to a certain level. They feel they should be proud, satisfied, happy even. But often they feel differently. They feel a sense that something is missing. They question what they do and why. They think a simple change of job or role will hold the answer.

But sometimes it goes deeper than this.

In the creative industry, and especially for those who work in creative agencies, there is still a perception (or in some cases an expectation) that long hours and being ‘always on’ will get you ahead. This can lead to a real lack of balance in life (yes I’ve been there too in my agency days). It’s so common for people to talk about ‘work/life balance’ or ‘work life integration’.

When people retire they often struggle if so much of their own ‘ikigai’ has been centered around their work.

This is where I love the concept of ikigai as I think it can really help guide all of us on finding our own balance, purpose, and meaning across the whole of our life.

Finding your ikigai

Start with asking yourself these 4 questions:

What do you love?
What are you good at?
What does the world need from you?
What can you get paid for?

When I went through this process myself a few months ago, I printed out the ikigai diagram and jotted down my thoughts on the diagram. This helped me to clearly see how I could move towards finding my own ikigai.

By going through this process for yourself you’ll start to see where the different parts of your life overlap.

For me, I’m currently a talent consultant. I’ve been told I’m good at it, and I get paid to do my role. I also really enjoy it. So that’s 3 circles that my role sits in. But does the world need someone doing a talent role for the creative industry? I’d say my job doesn’t fit in this circle. But luckily I have other things in my life that sit in the ‘what the world needs’ circle. For the last 6 years, I’ve been a volunteer crisis telephone counselor for Lifeline. Every other week, for 4 hours, I talk to people from all over Australia who are in crisis and need support. This is one of the best things I have ever done. I love that the simple act of listening and talking on the phone to someone in despair that I can help in some way to support them. So for me, my work with Lifeline sits in 3 of these circles; I just don’t get paid for it.

If you look at this version of the ikigai diagram, you’ll see that when you don’t have balance across these 4 areas, this can affect how you feel.

Finding your own ikigai can be seen as having balance across these 4 areas. Or finding your purpose. Whether that purpose is a single thing or the balance of a number of things, that’s up to you I think (but that’s just my opinion).

Not getting it? Think about your buckets

One of my former clients said something to me months ago which really struck a chord. She talked about having different buckets in her life that were all important. You could take the ikigai circles and think of them as buckets. You should have something in all of your buckets. If one is empty, you need to fill it with something. Perhaps one is full but leaking? How can you plug the leak?

I realised about 6 months ago that my ‘what I love’ circle, or bucket, had become pretty empty. I love painting yet hadn’t picked up a brush or been to a drawing class for ages. I used to play the Sax in about 5 different types of bands when I was younger, and I was good at it. Yet my Sax sat in a cupboard covered in dust. What was holding me back?

I realised I had to make time for my passions or I was losing a part of what made me, me. So I’ve got back to life drawing classes, booked in some intensive courses, had my Sax serviced and found some groups to join. Now I just need to go…

Last time I caught up with my client who talked about the ‘bucket’ concept, she exclaimed to me “all my buckets are full!” This was her form of ikigai.

So now it’s over to you. If you’ve been feeling that you’re out of balance but don’t know why, have a go at figuring out your own personal ikigai. And don’t forget, ikigai is something to work towards during life.

Working for Tomra is a great way to finding your ikigai, an organisation dedicated to saving our environment.

Check out the roles we're recruiting for:

If this sounds like the role for you, then get in touch with Beth.

__________

References

I know what it is like to be on a 417 Working Holiday Visa

Mon, 27 Nov 2017 08:37:51 GMT

Are you on a working holiday visa, or thinking about gaining one for Australia but unsure what to expect? I have all the answers…not quite but I have experienced the need to stay and the fear that you can’t. I did my farm work, looked for a contract job, and considering sponsorship.

Here is an insight into what it is like on a working holiday visa here in Oz -

I started in beautiful Sydney last Christmas, very different from what I was used to back in England. Boat parties, day festivals, glorious walks, lots of dinners and drinks in the sunshine. I knew from my first 6 weeks here that I wanted to stay….so I just had to work out how.

On a 417 tourist visa, you can only work for any one employer for a 6-month period. During this period you can try and get sponsored or you enjoy your first year for what it is and work for two or more different employees’. If you don’t get sponsored, but would like to stay then you must complete your 3 months of regional work. Now the rules and regulations around this are dependent on your nationality, this is would be something worth investigating.

Farming…

Took place in Bundaberg, you’ll all recognise the name from Bundaberg Rum. I picked and packed lemons, eggplants, cherry tomatoes and capsicums. I became a vegetable connoisseur after my regional work. Farming took me 4 months, as I opted for the 88 days instead of the 13-week block. You can get farming done a lot quicker if you only work on one farm. The key thing here is to have an agreement with the farmer that he will need to sign you off for the 13-week block.

What did I learn from farming? Starting at 6 am and getting back to the hostel most nights at 7 pm, taught me that I am a resilient person, who is hard working and when I am under pressure I still achieve my goals. I worked 50 days straight to meet my own 88th-day deadline. What I learned about myself on the farm are skills that I utilise every day within work, believe me, farming makes you stronger. Getting back into the office seemed like a piece of cake compared to what I was doing on the farm.

What else did I learn…that fancy dress nights are the best way to unwind and destress from farm work. How to size and pack capsicums, how to correctly pick cherry tomatoes, how to not bruise lemons. Did you know that lemons need to be picked in the afternoon because if there is moisture in the air then they are more likely to bruise?

My favourite part of farm work will always be the great people I met. I always thought your friendship circles were confined to school, university and work, that isn’t true...farmwork is another avenue to make friends. Now I get to spend another year in Australia with these great people.

If you haven’t considered doing farming then you should.

It has all been worth it, and I will be going into my tips as to how to gain a contract role, what to look out for when applying for farm work and sponsorship options in my next post, so stay tuned!

I know what it is like to be on a 417 working holiday visa cont…

Mon, 27 Nov 2017 07:46:09 GMT

In my previous blog, I gave you an insight into my farming experience. Now let’s talk about your options, you could either focus your time and energy into working for an organisation who can offer sponsorship, accept that you will only work in Australia for a year or do your regional work and gain another year.

Option 1:

You give yourself the best possible chance of gaining sponsorship.

Do your research

Check out the Australian Government board , where there are helpful Frequently Asked Questions regarding employment history and qualifications. If you’re like me and would rather speak to someone then call an Accredited Mitigation Agent . If you’re unsure whether you’re eligible to be sponsored then have a look here.

Who can sponsor?

Even though you hear that it’s a lot harder to get sponsorship, there are still organisations out there that want to sponsor. Don’t just rely on job boards, talk to your friends who have been sponsored? Who do they work for? What connections do they have? Talk to your friendly iknowho recruiters. Use your networking skills to help gain insight into the sponsorship market.

Stand out from the crowd

If you’re still overseas, then recruiters and future employees can only gage who you’re from your Linkedin profile and how you sound over the phone. Make sure your Linkedin profile is updated with your correct information and presents you in the light you want to be seen. Start building your network and connect with leaders within your market, make yourself seen!

It’s all about the interview

This is your time to shine, come to the interview prepared. Do your research on your industry within the Australia market, this market may be very different to your home market. If you’re unsure of suitable questions then ask your iknowho recruiter for advice.

When your interviewer asks about your long-term plans, then this is your time to do some digging into their company…put them on the spot.

How often does this company sponsor individuals?

How often does this company sponsor candidates in my role?

Does your company meet the threshold requirements to sponsor someone?

Do these answers help or hurt your situation

Option 2:

You take on contract roles that can last up to 6 months for one employer, if you time it right and don’t disappear to Bali too often you can work almost a full year in Australia, adding great international experience to your CV.

Option 3:

Farming. You just get on with it.

It’s not all doom and gloom, there are options out there. Just don’t give up and if you do want to stay then do your research.

Don’t forget the iknowho team is here to help.

Just remember if I can do it, then so can you!

Work/Life Balance & Integration

Fri, 27 Oct 2017 08:45:20 GMT

As specialists in creative agency recruitment at iknowho, we get a lot of requests from candidates specifically hoping for their next role to have work life balance. We find that these questions typically come from people who are experiencing an “unbalance” and are understandably “burnt out”.

The cold hard truth is that working in advertising agencies, although having many benefits, is most likely going to be high stress and often long hours, so before reading on you do need to be accepting of that as a reality, that said there are approaches you can take to prevent the “burn out”.

Work life balance, unless you’re a workaholic, people classify as a necessary component to ensure you are able to sustain both your professional and personal life. Although, it shouldn’t just be about sustaining, really, to be successfully managing your work/life balance you should be growing and developing in both areas, not just sustaining. Don’t wait until you reach burn out stage to make a change, use the early warning signs that things might be going off kilter, get to know your limitations so you can restore the balance before it’s too late.

There are a few simple exercises you can use to keep check. Try writing a list of what’s most important to you both professionally and personally, what you need to be sustaining and what goals you want to achieve in both. Ensure they are measurable and realistic then give yourself a timeframe based on your current situation. Give yourself checkpoints, say every month to sit down and review. Make sure you see the warning signs before potential burnouts. A work/life balance review checklist could include:

Are you investing enough in personal relationships, the people closest to you will be honest about this?

How is your health, your body will be the first thing to remind you to take a break?

Are you feeling job satisfaction?

How are you spending your weekends/time away from work? Are you too tired to move or are you up and about making the most of your personal time?

How are your finances, are you living to work or working to live?

What are you looking forward to? Have you got fun activities planned?

Do you see the next few years as building your career or a time to build your personal life? Everyone has different agendas, get to know yours.

Revisiting a list like this (or something personalised to you) regularly is a great way to check in on your current situation and make minor adjustments as you go to ensure the balance remains. As always life can change at any time but making sure you have the right work/life balance means you are better equipped to handle anything thrown your way!

There are actions you can take if you feel the balance isn’t where you want it to be too;

Always keep clear communication lines open with your line manager or someone you feel connected to in the business. Chat to them about expectations, work pipeline, and options for your role

Assess your ways of working and ensure you aren’t doubling up, that you are prioritising properly and that you can chat directly to those who are managing your workload, especially if you have split reporting lines

Prioritise your day, every day and assess what is causing you the greatest workload or stress

There is also a new movement called work/life integration. This may or may not be appropriate in your role but it is worth considering options.

Work life Integration is the ability to be able to work your deliverables around personal activities. Are you able to start a little later to get to the gym but work later to ensure your deadlines are made? Or would it be possible for you to leave earlier to make a class or course you are interested in and log in after to finalise communications and ensure you are up to date for the next day? There is more and more flexibility being built into roles these days and technology allows us to work on the move or remotely.

Though if you are feeling like your current situation may need a change get in touch with me for a confidential chat. For a full list of permanent and freelance agency opportunities visit: www.iknowho.com.au

What have the Creative Agencies and Brands been up to in support of Marriage Equality?

Fri, 27 Oct 2017 05:20:14 GMT

You have all heard about it from the Media, from family, from friends and in 6 week’s time the votes will be in and we will find out if Australia is taking a step in the right direction to get same-sex marriage legalised.

The ‘yes’ campaign has even gone global, encouraging the 200,000 Aussies living in the UK to vote in the marriage equality campaign. Aussie actor Doug Hansell came up with the concept of a video to show his support.

What a great way to get those Aussies that are overseas on board. Also featured in the video is Miriam Margolyes, a Harry Potter superstar, who spends a lot of her time in the UK and Australia.

Marketing campaigns can have a strong influence on people, there has been some clever campaigning from brands so far and here are some of my personal favourites;

Coca-Cola

Let’s start with Coca-Cola…you can’t miss the Kings Cross billboards, which now read ‘we say yes to love’ and the bottle is painted in the colours of the rainbow. At night time the billboard emits rainbow coloured lights.

Coca-Cola goes the next step further and have redesigned their cans to say ‘love’. All of this campaigning gets massive thumbs up from the iknowho team!

Qantas

Qantas’ boss Alan Joyce, who has always been a great spokesman for the LGBTQ community, has personally donated a massive $1 million to the ‘Yes’ campaign, making him the largest individual contributor to the ‘Yes’ campaign according to Fairfax Media.

Airbnb and Clemenger BBDO

Airbnb and Clemenger BBDO Melbourne have teamed up in support of marriage equality with the ‘Until we all belong’ campaign. This campaign called on all Australians to wear a bespoke ring, the ultimate symbol of marriage. This bespoke ring is not a full circle, representing we can only have a full circled ring once we have marriage equality in this country.

Let’s not forget when AdNews asked an array of creative agencies to create fake ads in support of same-sex marriage a few years ago. These ads have circled round our social media feeds once again and couldn’t be more poignant today. Check out some of their mock briefs from the likes of McCann, The Works and Bohemia .

Well done to those brands and agencies using their platform to have a positive influence.

It’s your choice, and if you haven’t done so, then please post submit your postal vote. If you’re based in the UK then please log online and get your vote submitted.

Let’s all make a difference….let’s make history.

Iknowho Know How; writing a finalist worthy award entry

Thu, 26 Oct 2017 05:34:49 GMT

Award entries are the bane of most companies life. The accolades (and let’s face it, the party) are fantastic but it’s a lot of work to get there, and that’s after all the hard work to even believe you are eligible!

Last year iknowho was the Founding Sponsor of the AdNews People & Culture Award at the Agency of the Year Awards. Our Director, Dene was a judge and has since been asked a number of times “what makes a great entry stand out”. There are a couple of components to the answer for this question;

Content is King! You need to have the goods
Structure & Quality Writing

We have also been active in the Recruitment Industry awards recently and have had to face the task ourselves. We have a small but successful strike rate over the last 12 months with 3 awards entered and 3 finalists positions announced!

I thought you might find these insights into how we go about writing an eye-catching entry interesting!

Here are our top 5 tips for writing a stellar award entry;

Focus on Content

We started by looking at the award categories over 12 months ago to see what the criteria were to be considered. For the award categories that felt right for us, that amplified our brand and offering rather than provided the opportunity of award win for the sake of it, we decided to focus our efforts on building best practice with initiatives we already had in place and introducing new ones. We created our content with a purpose.

Prepare

Knowing the criteria is essential, then assessing, and being honest with yourself. Do you have what it takes to win? Are you able to address the criteria and provide measurable results? Take a step back and look at your business critically. If you don’t feel like you are there just yet, wait until you have had more focus on the development. Better to delay entry by a year to get it right!

Be Smart

Writing a good award entry takes longer than you think so start working on it straight away! Put your plan together, brainstorm what to include and then start putting details together and compiling the evidence. Gather feedback from independent sources to ensure you are being objective.

Write, read, break, re-read then repeat the cycle! Until you are happy with the final product keep going through this cycle. It is also great to have another set of eyes over the submission as they can provide a fresh perspective and additional ideas, as well as spotting any mistakes. There is nothing worse for a judge than reading an entry with mistakes and sloppy attention to detail.

Be Mindful

Be careful with interpreting the questions; re-read before answering, it’s important that you are answering the question in the right way!

Ask yourself to justify your content? Does this answer the question? Why is this important? Why would the judges care? How am I proving this information? Does this bring the information to life? Does this truly represent our brand?

Word count - it is very important to watch your word count and adhered to the guidelines or rules, it would be awful after all your hard work to be disqualified on a technicality.

Be Positive

Remember to stand out you need to be passionate and believe in what you are submitting, if you believe it then that will come across. Bring your passion and personality to the forefront, make sure your business and brand shine. If the entry guidelines allow for additional material, such as video or testimonials work out how you can utilise these to bring the entry to life.

Who are you as a brand? What is your value? What have you done to stand out in the industry? What is your message? And most importantly why should you win?

Keep all of this in mind throughout your preparation and keep asking yourself these, and be honest and truthful.

Be Professional

Keep a strong sense of your companies personality whilst keeping it professional. Remove colloquial words and terms unless they add value and understanding, be diligent with your spell check - you can use an online tool https://www.grammarly.com/ which helps not only with spelling but also your grammar. Check, check and triple check.

Be Straightforward

You may have some awesome initiatives within the business but can you demonstrate how these have provided the results you were looking for? Do you have measurements from prior to the initiative commencing and post?

Now this is one of my favourite parts of writing an award submission - STATISTICS and evidence. It’s great that you can talk about what you have put in place, now prove it - testimonials, statistics from surveys or CRM database, ROI. For every point you are making there should be proof. This is why sometimes you need to wait a year, put your groundwork in and then demonstrate the results of the changes you have made.

We wish you all the best of luck for any awards you decide to enter, remember to have fun with it too! Celebrating your successes is important in every business – even if you don’t win, the process can highlight the great work you are doing.

iknowho was a finalist for the RCSA Awards for Excellence in Candidate Care and have recently been announced as finalists in the Seek Annual Recruitment Awards (SARA) in the categories of Small Agency of the Year & Excellent in Candidate Engagement

With the SARA’s being announced on 16th November, keep your fingers crossed for the iknowho team and watch this space for hopefully more award news from us!!

Get in the know.

What I learnt from the RCSA conference in Fiji

Wed, 04 Oct 2017 05:41:15 GMT

Last week I represented iknowho at the annual international RCSA conference in Fiji.

Truth be told, coming from an advertising background, having stepped into a consultant role recently, traveling solo into the unknown, I wasn’t sure if I would relate to the speakers or industry members. Recruitment can sometimes have a less than favourable reputation as an industry and I was keen to understand what content would encourage hundreds of recruitment consultants, business owners, suppliers and speakers to fly to a tropical island to continue the conversations around the future of the industry and ultimately strengthen the industries community as it stands.

I was blown away by the entrepreneurial spirit and passion evident not only by key speakers but those who engaged within the many workshops held over the three days.

My personal favourite highlights and insights:

Video My Job

David Macciocca – Founder & CEO of Video My Job spoke of the changes to come in how we advertise roles, from the traditionally written advertisement to video content that can be streamed on multiple social platforms using multiple devices. The Video My Job ad is a way to communicate an opportunity in an engaging, evocative way while also building your recruitment brand. Statistically speaking the results make the program a no brainer with recruitment consultancies reporting that 82% filled their jobs faster, 91% created a stronger shortlist & 100% of candidates had a positive experience

“Videos shared on LinkedIn have a 100% greater engagement and a 75% greater share rate”

Daniel Sanders, APAC Talent Brand Consultant, Linkedin

“By 2019, social media will be mostly video.”

Mark Zuckerberg, CEO of Facebook

An exciting announcement that the Video My Job team have now partnered with SEEK and we should see a major impact in the way both passive and active candidates engage with job advertisements and recruiters.

Artificial intelligence & Tech Advancements

Everyday life is being transformed by artificial intelligence and machine learning technologies. Exactly how this is occurring and the reach of its impact are topics of global interest. How do we understand the capabilities of new technologies and access them to our advantage? Antony Young from SEEK highlighted how tech advancements are changing the recruitment space and transforming our interaction with employment marketplaces on a local and global scale. How we adapt to these advancements will be the difference between which consultancies continue to evolve.

The collaboration with suppliers from a technology perspective and consultants was not only organic but exciting to witness. The capabilities of technology and the willingness of the industry as early adopters with such platforms was energising and left me feeling excited for what’s to come in the recruitment space as we continue to evolve.

What’s to come:

Consultants will be able to achieve their overall goal of connecting with talent using a more targeted, sophisticated approach

Talent can access the right consultant for their personalised needs and engage on their own terms.

Business and personal brands can be amplified through content and smart SEO/SEM will allow the right networks to engage across multiple platforms.

The overall vibe of the three-day conference, was one of support, collaboration, intelligence and passion. It’s an exciting time to be a part of the industry and a member of the RCSA.

Watch this space.

Why we need to sort out Gender Equality in the Creative Industry

Tue, 26 Sep 2017 06:41:23 GMT

Recently I was lucky enough to attend the first 3% conference in Australia. If you don’t know what the hell this is all about, it was born in the USA out of the fact that in creative agencies at Creative Director level, only 3% of CDs are female. Yes 3%! If you’re reading this you should be outraged. Whilst this stat is focussed on creatives, we know we have a general problem of gender inequality in the creative industry when it comes to management, leadership and board levels. This conference was to highlight the issues we face, arm us with facts & figures (to help us challenge the naysayers) and most importantly to inspire action and change.

In a nutshell

DIVERSITY = CREATIVITY = PROFITABILITY

Cindy Gallop put it so simply:

Here’s some of what I took away from the inspiring day.

(I also want to clarify that this conference was specifically about gender equality. I’m a huge believer that if we’re talking about gender equality we should be talking about equality in general; gender, sexual orientation, religion, ethnicity, socioeconomic status, etc. Why not nail it all in one go?!).

WHY DO WE HAVE THIS PROBLEM

What we know is that gender equality is not an issue at uni and advertising school, it’s also not an issue for people coming into the industry and in the first few years of their career. In fact, we know in creative teams there is a pretty even split between males and females and in Account Management (which are the roles I focus on) it’s slightly skewed to females.

The problem comes in the middle of women’s careers. And it’s typically because of one thing: Babies. Nappies. Sleepless nights. Maternity Leave. Most women don’t jump straight back to work after having children. Fair enough I say.

What happens next to these awesome career goal-kicking women is a familiar story:

They take some time out of their career to raise their kids
There's a lack of affordable childcare, and fines if you're late for pick up
They try to come back to work but struggle to get the balance right between the demands of toddlers and the demands of the office, and often their confidence has taken a knock after time out of their roles
They seek part time work or flexible work, but the agency says ‘sorry but that’s just not possible in your role’, ‘the clients need someone full time’, ‘the team need their leader there every day’
So they take a step back in their role, responsibility, and pay
They get passed over for promotion as they ‘have other focuses beyond their career’
Or they don’t return at all
Or they go and work on the client side where it’s easier to get flexible working
Or they start their own business

The result:

Less awesome women advance their careers in the creative industry.

Gender inequality at the top.

Of course there are other reasons that we don’t have gender equality at the top

Women are less inclined to go for new roles or promotions unless they are sure they can do 10/10 of the requirements of that role (conversely men will go for it if they only hit 6/10 requirements)
General human biases mean that we have a tendency to hire and promote those like us. Therefore if leadership teams are more male skewed they are more likely to hire and promote males thus perpetuating the issue.
Lack of female role models at the top; if women can't see enough other women in leadership; how can they aspire to achieve it for themselves

FEEL GOOD FLUFF?

If you’re wondering if this is a bit of a fluffy, feel-good issue, let’s talk bottom line. At the 3% conference, we heard many facts & figures from research all around the world which showed a simple fact; companies with strong gender equality at the board level are more profitable. On average 6% more profitable. Boom!

DIVERSITY = CREATIVITY = PROFITABILITY

BIG ACTIONS & MICRO ACTIONS

Whenever a big change is needed people often get scared about that change and overwhelmed about how to make it happen. Sure, we need some major shifts which has to come from leadership teams. Boston Consulting Group said; ‘Set goals about what you want to achieve in equality, measure progress, review & refine.’

But we also learned that everyone can play a part. Everyone can make change through micro actions , from the ground up.

At one of the conference panels, we heard from M&C Saatchi and CHE Proximity about the micro actions they are already taking.

M&C Saatchi ; better maternity pay, flexible working, breastfeeding rooms, the launch of Women & Creative (an 'incubator' program)

CHE Proximity ; full time pay for mums doing a 4 day week, not holding meetings at drop-off/pick-up times, training programs during maternity leave, re-boarding programs.

They also referenced the DDB Phyllis project which is aiming for 40% of women on the board by 2018 . A lovely ambitious goal!

Manbassador panel moderated by Mim Haysom (General Manager, M&C Saatchi Sydney). Ben Welsh (Chief Creative Officer, DDB Sydney), Chris Howatson (Chief Executive Officer, CHE Proximity Australia), Jaimes Leggett (Group CEO, M&C Saatchi)New Paragraph

Here are some other micro action ideas for you

Talk more; if you’re thinking of leaving the creative industry because of some of the points here, tell your agency about it. They might have options for you but if you don’t ask you won't get

Be mindful of your own biases - take the Harvard Uni implicit bias test

20 things agencies can do to retain mums in creative leadership (note some points reference the USA market)

Get your agency 3% certified

Create a ‘manbassador’ group or program in your agency

Find a female mentor to inspire you

Promote people because of their potential (as opposed to they’ve been doing the job for a certain amount of time)

Implement no emails after 6:30 (allows everyone to switch off and have a life!)

And some general micro actions for gender equality beyond careers

Back some female led start-ups at iFundWomen.com

Shop brands with female leaders to create gender equality, find out how here

So readers, I hope you’re thinking about what micro actions you can take now. So am I. My job is all about getting the best talent into creative agencies. We are already looking at what we can do (blind CVs, more diversity training, pushing back on hiring managers, promoting flexible working, measuring changes with year-on-year stats) but there’s always more we can do.

Watch this space!

Jo Gobbo is a Senior Talent Consultant at iknowho.

www.iknowho.com.au

http://3percent.com.au

http://www.3percentconf.com New Paragraph

iknowho Knowledge Workshop with Dr Adam Fraser

Mon, 04 Sep 2017 06:04:07 GMT

On Thursday morning we hosted an interactive workshop with Dr Adam Fraser for some of our clients. Adam is a well-respected peak performance researcher and known to be a thought leader in human performance.

When I started iknowho my aim was to deliver knowledge at every step of the recruitment process – whether it be CV feedback, interview training or access to inspiring talent.

Our workshop was about that knowledge share.

Adam has worked with elite athletes through to SAS officers and even toddlers….so I knew he could handle a room full of senior marketers.

My favourite take out from today’s workshop was from his research into what makes us happiest at work. What he found was that human beings are happiest after they achieve a goal, work through a challenge and overcome obstacles.

Sit with that for a moment and think about your own work – do you shy away from or embrace challenge? Do you see challenges as an opportunity or an obstacle? Dr Fraser’s research shows that those leaders who embrace struggle are the happiest, most engaged and in turn lead others to do the same.

So next time you’re faced with a challenge – take a moment to see it as an opportunity for you (and your team) to grow.

There were a number of other key take outs from the morning, but rather than tell you what excited me, I thought it would be interesting to hear what the iknowho team took away.

Jo’s Key Take Out

Authentic happiness

How do we achieve authentic happiness? It’s not about sitting on the beach, cocktail in hand. That’s pleasure, not happiness.

Ed Diener, a happiness researcher said ‘happiness is counter intuitive’. It normally comes when we as humans have a challenge just beyond our reach, where we need to stretch ourselves to get there. That’s when we achieve authentic happiness.

When Dr Adam Fraser asked everyone in the room to reflect on what they were proud of most about themselves, people talked about running 100k, starting a business, moving around the world. These were all things that were a challenge to those individuals, that pushed them outside of their comfort zone and gave them a sense of achievement when they got there.

The biggest blocker of happiness is boredom.

Danni’s Key Take Out

Boredom hits when you do the same thing, in the same way, day in, day out. Boredom leads to creating something that is going to stop you being bored – rumours, trouble stirring, distraction for other employees.

Bored employees are dangerous!

That doesn’t mean you need to change what your employees do, but challenge them about how they do it!

Whether it be an employee who is demonstrating boredom or you are bored yourself, maybe think about how you can do what you do better, every day!

Bree’s Key Take Out

Don’t be average

The average person only changes when they are forced. Meaning the average person only accepts and embraces an adjustment to their routine when they have no other option. We have recognized that struggle = evolution and growth, so if we do not put ourselves in an uncomfortable position then how will we evolve?

The truth is most people don’t. Most people become complacent and comfortable and don’t embrace or allow change. I’m not saying to create drama or chaos in your life on purpose but simply stretch yourself in the everyday, ensuring you are not in a complacent state.

Approaching life with a sense of creativity will allow you to feel motivated and determined to continue creating more opportunity and developing both professionally and personally. As you are required to adapt to new circumstances, environments and people the new version of yourself will emerge as you reflect and connect.

Beth’s Key Take Out

Avoid the Choke

Presenting in front of a room full of people is difficult for many of us, and some of us have experienced choking in this environment or other pressured situations. So, what causes it?

Fear, self-doubt, overthinking and thinking of the outcome rather than the execution are all actions that will get in the way of a stellar performance. To perform well we need to clear our minds.

Basically, after the stimulus there is a response, but where we need to focus is the gap between the two. It’s what you do in this gap that makes all the difference. Dr Fraser has worked with many elite athletes who use this gap to their benefit to ensure they don’t choke at that critical time.

Dr Adam Fraser has taken this concept to a different group and has been working with a charity, White Ribbon supporting women of domestic abuse. Here they are trying to get the abuser to consider their actions after the stimulus before the response – change what they do in the gap.

I’m also a big fan of Dr Fraser's concept of the Third Space, which is where we switch between two different modes/stimulus – e.g work and home life. His key points were that if we can reset before we get home we will gain extra quality time and have a happier and more fulfilled life, which affects those around us too.

I have been putting this into practice and it works! I have recently changed my commute to work and have been getting the ferry, where I clear my mind, don’t think about anything negative, just enjoy the air, the motion and the quiet. I’ve already noticed a difference in how I feel and how I also behave at work, and at home.

Highly recommended! If you would like to purchase The Third Space book then click here.

Jeni’s Key Take Out

Dr Adam Fraser spoke about a study in the San Diego Zoo, where 3 monkeys were living in a cage. The way they could access their food supply (bananas) was to climb a flight of stairs. However when the monkeys would try and climb the stairs they would be shocked. The 3 monkeys soon learned that touching the stairs would lead to them feeling some form of pain.

The researchers then removed one of the conditioned monkeys and replaced this monkey with a new unconditioned monkey that had not been shocked by the stairs. The electric shock was then removed from the stairs. When the new monkey tried to climb the stairs to get to the bananas the original monkeys attacked him to restrain him from touching the stairs. The researcher continued to replace the conditioned monkeys with unconditioned monkeys until none of the monkeys in the cage were part of the original conditioning.

Not climbing the stairs to get the readily available food became the norm!

This study shows that we develop a norm behaviour from learning from other people’s behaviour. This ends up with businesses falling into the trap of “it’s just the way it’s done around here”, not breaking out and trying something new. If we don’t break away from that behaviour in a work or personal space then how do we ever expect things to change? We can’t be fearful of what we don’t know, we need to be brave!

An Interview with...Jasmine Lansdell, People and Culture Director at The Works

Mon, 28 Aug 2017 05:58:51 GMT

Early 2017 the inaugural People & Culture Award, founded by iknowho in collaboration with AdNews was awarded at the AdNews Agency of the Year Event. A staggering 7 finalists were announced in the category, and all were winners in our eyes. Each entry outlined incredible initiatives to enhance their culture and demonstrated that their people are critical to their success. We will share the best of the best with you from our series of interviews with the 6 finalists and the winners. We caught up with Jasmine Lansdell, People and Culture Director at The Works to learn about their initiatives in the second interview of the series.

What does People and Culture mean to The Works?

In this agency and in terms of business strategy people and culture are our number one priority. I think that’s quite different to other agencies where work or clients are priority. It’s absolutely the people here that make the agency great. It’s been the people that have driven the culture to where it is now, and we will continue to make the culture even better! I don’t think we would have a successful business unless we had great people and a great culture.

Why did The Works take the direction of culture first?

If people are happy and are motivated, if they’re interested in what they do, they will ultimately produce great work for our clients, and they’ll be proud of the work they produce. This means that we’ll retain all that great knowledge, keep employees here but also help them with their career ambitions.

What prompted you to enter the AdNews People & Culture award?

Being in any agency, culture is a really big aspect, and if we can enter awards to be rewarded and recognised for our culture then we will. The AdNews award was something that we were passionate about and we had stiff competition! It was also the most entered award. For us, it would have been great to win but to be named a finalist was a great achievement.

When did you begin ensuring people and culture were central in the business planning?

It always has been. It’s been driven through from one of the owners Kev; his biggest passion is people and making sure we have a really great culture. From day one it’s always been about making sure we have the right people onboard, and he has a very unique recruitment process - it’s all about the person. He wants to understand what motivates them, what they are like at their worst and their best - who they are is at the heart of why we hire someone.

We also have 6 different founding pillars that we look at every year, people is one of these pillars, and one of the ones we put most investment in. It’s high on the agenda and that’s because all the owners and all the leadership team really do care about the people.

How do you believe employee happiness is connected to business success?

If people are happy at work, happy with what they do, and happy in the environment, ultimately they’re going to produce better work and do a better job. If they’re unhappy, that will show through in the work. Even if someone produces something great, the way you present it, the way they care about it and finesse it, will always come through. If they’re happy and motivated, they will take it to the next level.

What are the main initiatives the company currently has in place to support its people?

We have a lot of initiatives! It really depends on the person and which initiative suits them. We have initiatives that supports families – return to work bonuses, and maternity/paternity leave, as well as flexible working across both genders which is quite rare.

For the Gen Y members of the team who aren’t necessarily thinking about having children anytime soon, then we have rewards and experiences for them to enjoy with their family and friends. We also have experience based prizes for employee of the month which could be anything from a casino night for them and their friends, a beach weekend away, a boat trip – these kind things people absolutely love!

We also do things that are more under the radar that make people really happy. If someone does a really great job or has gone over and beyond, then we send them a bunch of flowers to their home, or send them on a spa weekend! We want to make it feel personalised and individual.

We send out engagement surveys every 6 months and track how we’re going with different things, and we ask for feedback. From that feedback we realised that return to work bonus supports quite a lot of people in the business but what about all the other people it doesn’t support? So we have something in the pipeline that supports them to the same dollar value so they feel that everyone is equal.

Again, I’d say that training and development is important. Everyone has individualised development plans, and from that they can pick training that supports their development needs. It could be finding a mentor (we help find mentors in the industry), or perhaps it’s going on a specific training course, maybe it’s having more face time with someone in the business, again, it’s very individual and personalised to what that person needs.

Have you ever implemented an initiative that didn’t deliver the expected results if so, how did you manage this with your people?

I haven’t experienced that but I think they’ve tried and tested a few things. The business is very transparent, and it’s because the owners are in it every single day; they live and breathe the culture. We move in a quick and agile way, if something doesn’t work then we’re happy to receive that feedback but act quickly and change it for something else, and then get feedback on that! The way that we’re working is very employee experience based; anytime I’m thinking of doing something new, I’ll have a focus group, understand what the needs are of those people, what they find frustrating, what they find great, and use that as research and a base to what we should do next, and then test and learn.

How do you drive continuous innovation for your people within the business?

I think that’s from listening to our people, understanding what their needs are, and that different people have different needs. We’ve been looking at how we can better communicate and make people’s lives better - that’s how you should innovate. We don’t believe in innovating for the sake of it, it needs to be purposeful and useful.

How do you measure the success of the initiative you implemented?

Through award entries, but most importantly it’s engagement surveys; we always ask, ‘do you believe that this is a great place to work?’ In our last engagement survey we got 97.5% engagement of people saying that yes, it’s a good place to work. This figure has seen continuous steady growth, so now we’ve set the bar quite high and we hope it will continue!

It’s also about getting a feel for the culture, for me, I like being on the ground speaking to people, you need to be present to represent the people properly.

I sit in the middle of the creative department so I can understand what the heart of the business is doing; I jump in conversations, I go to social events, I make sure I’m there – being a part of the culture and not being removed. I put in one-to-one’s with people randomly or just have a chat when they’re making coffee – you actually get a lot just from doing that, I would say we always know what’s going on with our people!

How often do you need to review the people initiatives you have in place?

It’s on a continuous basis. We should always have our key initiatives, keep measuring them and see if they are working, and then every 6 months have a check in to see if anything needs revising slightly. Work is evolving, what people want is evolving, we need to move at that same pace.

We don’t want to get to the stage where we have too many initiatives, because it doesn’t mean anything. We want to find the initiatives that are most meaningful, and represent our business well.

What’s been your most successful initiative?

Everyone loves birthday day off! We have The Works anniversary day off so employees can spend it with family. The initiative that has made the biggest impact on the industry is the return to work bonus – it’s been really well received. It gives the primary care giver $100 a day in childcare for their return to work so they could get $500 a week to support childcare – which is so expensive these days! A lot of parents ask themselves if they can actually afford to go back to work, or would it be more financially beneficial not to? To retain our great staff that have been with us for a long time, we recognise if we can do something to intervene at that point, we’ll get more people back. We support flexible working so if they want to come back on a flexible working basis, we just work out what’s going to be best for that person, the role and the business.

Who leads the people initiatives within the business?

It would be myself and one of our owners Kev. Having that backing from one the owners makes it really work; people are really excited about it, and he is just fantastic with the people! He can make something so real and resonate with people in a way that I haven’t seen with anyone else. He’s a great backer!

What practices do you have in place to encourage a diverse culture?

We definitely hire for behavioural fit – people don’t necessarily need a traditional advertising background to work here, they just need the right attitude and approach. I think that makes our culture inclusive, they really give people a try here. A lot of people have moved sideways, or trialled roles out, and we’re honest about it if it doesn’t work. From an internal hiring perspective, we are really open. We try to make sure we have gender parity; in the leadership team we have 40% females represented – we want to get that to 50%, so are purposely looking at hiring more females into senior leadership roles. The same goes for the creative team - we don’t have enough females in those roles so we are looking at a programme that will support that from the ground up.

Why do you think your team loves working here?

I think they like working here as they feel part of the business. Everyone is super passionate about The Works because when you come to work here, you go through so many emotions that you feel really attached to the business. You’re supported the whole way and you have the people that own the business who make you feel really wanted. Because of that, it creates a much more personal connection to the business. And that’s why I think people like working here. People who work here want to work here.

What do you think are the top 3 perks?

1 – The return to work bonus

2 – The additional days off – birthday leave, The Works family leave and charity leave

3 - The academy and access to training and development

Do you think being a smaller agency limits you when it comes to culture?

No I think it gives a great positioning because we can try things it would take a network agency 2-3 years to get through. We are really in tune with our people. I think network agencies are great but they aren’t as on the ground as we are. I see it as a massive bonus!

Lots have been written of late about agency talent moving client side – what do you think agencies could be doing better to limit this?

I think they need to listen to their employees, which client-side does a bit better by understanding the needs of employees and reflecting this in their perks or approch to work.

I think it’s around listening to the people, understanding their needs and being flexible towards them. I think where agencies fall down is that at times they need people to graft and work crazy hours, and people don’t want to do that anymore, and they know they can go elsewhere where they don’t have to do it. As an agency, we need to be honest enough and recognise that if we burn people out we will lose them. They will go client-side and have a smoother ride, earn decent money and have great benefits. People still do want to work in agencies as the work is more interesting and varied and there is more of a thrill, but we need to incorporate that with having more work life balance, great benefits and enjoyable environment.

What three words would you use when summing up the culture at The Works?

Inclusive, honest and fun!

An Interview with...Nicole Barry, Talent Director at CHE Proximity

Mon, 28 Aug 2017 05:31:08 GMT

What does People and Culture mean to The Works?

Why did The Works take the direction of culture first?

What prompted you to enter the AdNews People & Culture award?

When did you begin ensuring people and culture were central in the business planning?

How do you believe employee happiness is connected to business success?

What are the main initiatives the company currently has in place to support its people?

Have you ever implemented an initiative that didn’t deliver the expected results if so, how did you manage this with your people?

How do you drive continuous innovation for your people within the business?

How do you measure the success of the initiative you implemented?

Through award entries, but most importantly it’s engagement

surveys; we always ask, ‘do you believe that this is a great place to work?’ In our last engagement survey we got 97.5% engagement of people saying that yes, it’s a good place to work. This figure has seen continuous steady growth, so now we’ve set the bar quite high and we hope it will continue!

It’s also about getting a feel for the culture, for me, I like being on the ground speaking to people, you need to be present to represent the people properly.

How often do you need to review the people initiatives you have in place?

We don’t want to get to the stage where we have too many initiatives, because it doesn’t mean anything. We want to find the initiatives that are most meaningful, and represent our business well.

What’s been your most successful initiative?

Who leads the people initiatives within the business?

What practices do you have in place to encourage a diverse culture?

Why do you think your team loves working here?

What do you think are the top 3 perks?

1 – The return to work bonus

2 – The additional days off – birthday leave, The Works family leave and charity leave

3 - The academy and access to training and development

Do you think being a smaller agency limits you when it comes to culture?

Lots have been written of late about agency talent moving client side – what do you think agencies could be doing better to limit this?

I think they need to listen to their employees, which client-side does a bit better by understanding the needs of employees and reflecting this in their perks or approch to work.

What three words would you use when summing up the culture at The Works?

Inclusive, honest and fun!

Say No to Spam

Sun, 27 Aug 2017 08:53:08 GMT

Why targeted job searching is for winners please don't spam your CV

I get it, you are fed up with your job and you want out, it doesn’t matter where you go as long as it’s not where you’re currently working right? Wrong.

Now don’t get me wrong I’ve been there before, the online job search can be a perilous one full of acronyms and minimum experience required and you find yourself thinking, it’s a numbers game right. Yes, there is something to be said for having multiple opportunities on the table to bench mark but spamming your CV out in the hope of someone, anyone calling you back is most likely going to land you in a position very similar to the one that has driven you to the depths of Seek.com currently.

Take a step back relax and get targeted

The clever job seekers, no matter how dire their situation, approach their search with a tailored approach and an underlying knowledge of what they are looking for next. Taking control of your career means making considered decisions in the application process, questions to ask yourself before hitting send include:

Why this role/company – have you done your research into who they are and what they stand for?

Do you understand the JD in full – could you make a call to the hiring contact to chat through, every conversation is a learning, also a great way to establish initial contact!

How are you presenting yourself on paper, if you were on the other end receiving the application would you be able to easily connect the dots with the role requirements and your experience?

Does the salary advertised align with your economic status, hint if it’s more than a 25% increase I would be questioning if it’s realistic?

Don’t leave it to fate, take control of your career

If you want to go to the next level of targeted job searching, don’t leave yourself endlessly scrolling through job boards becoming disheartened by the lack of inspirational opportunities or lack of responses from those that you do apply to.

Think about the type of company you want to work with and which department within that company you would be able to contribute most based on your experience and skills. Once you have done your research, do something different and reach out to them with your own personal and professional unique selling proposition. Create something eye-catching, stand out from the rest and explain why their company and culture has caught your eye and why you aspire to join.

Saying you do cool stuff and I like your Instagram won’t cut it. This is a business conversation and you need to be able to portray why you will become a financial and cultural asset to the company. It might be a slow burn but a worthwhile one, this approach will allow you to know that every bit of effort you are putting into your tailored applications is empowering you in your job search. When you do hear back you can then go through the interview process confident that you know in your heart you believe you are right for the role, which, trust me will definitely show!

Happy job hunting!

Also, remember your friendly iknowho talent consultants are always here to provide advice at any stage of your job search. For a full range of our creative agency and marketing roles available visit iknowho.com.au

Speaker Series Event: Network or Indie Agency – What's Right for YOU?

Sat, 26 Aug 2017 06:54:55 GMT

This week we hosted another of our Speaker Series events, where we bring industry leaders together to discuss hot topics and share knowledge.

Over the last year the iknowho team has met over 1,000 marketers and agency talent on the search for the next step in their career. We are commonly asked by agency folk, ‘What’s the right style of agency for me?’ and ‘Should I go to a network or an independent?’.

So this event aimed to tackle the differences between Networks and Independent agencies and help our audience ‘Get in the know’.

We were joined by an awesome panel of speakers including Victoria Curro , Managing Director at LIDA (M&C Saatchi Group), Cade Heyde , Managing Partner and Co-Founder of Special Group and Brooke Chilcott , Head of Account Management at Host. All of our speakers have worked at a variety of top network and indie agencies throughout their careers and here are some of the insights they shared.

Q: What are the main differences between network agencies and independents?

Brooke focussed on culture; in her experience as independents are often smaller they tend to have a ‘we are all in this together’ culture, as everyone knows each other. Often the ‘culture starts to break down’ as an agency gets bigger (typically over 100 people), as you don’t know everyone and you don’t form groups that are as close, or you build those relationships instead within smaller groups. Brooke also talked about the phenomenon of ‘wearing many hats’

Victoria talked about every network agency being very different, and the biggest thing to look for was who the leaders or founders are and how they run the business, as the way they think and behave will really influence you.

‘You need to think about who the founder is, what do they believe, what is their personality…because it influences everything, from the toilet paper they buy to the business at the front desk’

In a network due to the size there are multiple personalities so you are more likely to buy into the brand, not a specific personality. So you need to think about what that agency ‘brand’ stands for.

Q: Is it true that there are a lot more processes and ‘red tape’ in network agencies?

Victoria – ‘it depends on the network’… ‘when you go into an interview, one of the questions you should ask, is how much autonomy does that the local office have’

Cade – ‘The culture we have tried to build at Special Group, is free from the barriers of the more traditional agencies….culture that is based around conversation and also the structure on how to go about things…..we’ve built a process that’s more like an operating system; it’s less about a rigid structure that’s set for years, but something that is constantly evolving and that we can ‘hack’ as and when needed’.

Q: Is there a difference in the type of work or clients a network attracts?

Cade – ‘for us at Special Group it’s more our ability to transform the types of problems that we are tackling, which I think is a little bit different if you are a network agency. However, I don’t think that’s a network thing necessarily, I think that’s a size thing’

Brooke – ‘Network agencies have such good buying power and because of their reputation they have tendency to attract bigger brands with bigger budgets’

Q: Has there been a shift/closing of the gap between networks & independents?

Victoria talked about the change in the industry; networks known for being big ‘machines’ are breaking into smaller groups and becoming more agile. For example, the M&C Saatchi Group is not one massive agency of 400 people, it’s a group of 10 smaller agencies and LIDA is 50 people.

Q: Do you think you can progress your career quicker in an independent?

Overwhelmingly our panel believe this really comes down to the individual . ‘put yourself out there’ and ‘seize opportunities’, ‘put your hand up’, ‘volunteer for pitches’ and you’ll naturally get ahead.

Whilst often the perception can be that it takes longer to progress through the ranks at a network, the same can be true of an independent as people often stay in their roles for quite a while, creating a ceiling where you need someone to move on before a role becomes available.

For Victoria it wasn’t necessarily about the speed of progression, but who she had exposure to:

‘There was a point where I wanted to benchmark myself because within this business, you make it up as you go along…sometimes you run out of ideas and you think am I just making this up completely or am I actually on point? When I decided I wanted to go back to a network, it was because I wanted to go to an agency where I could benchmark myself against other people ……I wanted to get lots of exposure to San Francisco and Singapore and all the other offices. But regardless of network or independent, if you want exposure, put your hand up.’

Q: What characteristics or personality traits suit each kind of agency and what are tips for success?

Cade – ‘For an independent its entrepreneurialism…it’s about the spirit you portray, it’s about the way you talk about brands and the plans for your future’.

Brooke – ‘In an independent, it’s about risk taking and the entrepreneurial spirit’

Victoria – ‘Working in a network, you have to learn to put yourself out there more. In smaller businesses, which independents tend to be, learn the art of diplomacy.’

Q: What questions should people ask when they are looking at agencies to understand their style and culture?

Victoria suggested that when looking at network agencies, ask where are the decisions made? Locally or globally? How much autonomy does the local office / division have? Also ask what’s the tenure / turnover of employees. ‘Use your networks to actually infiltrate the culture, as it’s hard to pick up in interviews what people are really like. Ask questions about decisions and where decisions are made. Ask about the tenure of people; if you see that people are leaving, is there a reason for that? I think it’s more culture that makes people leave than just hard clients.’

Cade suggested asking for ‘proof points’ or evidence when an agency says they have a great culture. ‘We ask our clients for evidence and proof points when they brief us on their products and services for campaigns - we should do the same for our internal culture, so get agencies to talk about their proof points and the reasons why they make those claims.’

All the speakers advised that you shouldn’t be shy about networking too.

Cade – ‘I massively regret is not making the effort to network with people, even when I wasn’t in the network for a new job’

Brooke – ‘Don’t be shy to approach senior people, as they want to give back to the industry. We were all there once’

Q What about some tips for future proofing your agency career as the industry changes?

Cade – ‘As we navigate ourselves through an industry that is always changing, we need to bring young talent that can change in tandem, treat the place like their own, treat a brand like their own, and can wear many hats. We are all becoming less advertising and the whole reason we will exist in the next 5 years is to help clients’ be sustainable in the future. We need to start behaving more like consultants, not just in the way we operate but with the types of problems that we tackle. So get involved, be part of a culture and be the person who wants to create something.

Victoria – ‘Bring resilience…there are lots of knock backs…entrepreneurialism, flexibility, productivity, resilience those are the kind of qualities you’ll need.’

Brooke – ’Have curiosity and a thirst for knowledge. Diversify your knowledge and think about multiskilling; getting amongst diverse disciplines and sit with other teams.’

We really enjoyed hosting this event and are already thinking about what we’ll do next.

Jo Gobbo

Senior Talent Consultant

An Interview with...Dan Beaumont, Managing Partner at The Royals

Fri, 28 Jul 2017 06:00:14 GMT

Early 2017 the inaugural People & Culture Award, founded by iknowho in collaboration with AdNews was awarded at the AdNews Agency of the Year Event. A staggering 7 finalists were announced in the category, and all were winners in our eyes. Each entry outlined incredible initiatives to enhance their culture and demonstrated that their people are critical to their success. We will share the best of the best with you from our series of interviews with the 6 finalists and the winners. Our Director Dene caught up with Dan Beaumont, Managing Partner at The Royals to learn about their initiatives in the first in the series.

What does people and culture mean to your business?

Culture is everything at The Royals, it’s genuinely at the centre of who we are. The Royals are a people business. And AI won’t change that. Our people are our lifeblood. We create intellectual property developed by people. So, if we don’t look after those people, we don’t have a business. Therefore, nurturing and protecting our culture is critical to our success.

Our company culture is built around the desire to be “the most interested agency in the world”, supported by our three core values of Audacity, Camaraderie and Revelry. It’s our mission that permeates everything we do – the people we recruit and work with, how we search for real insights and identify opportunities for brands, the way we behave and work with our clients, and most importantly the kind of work we create.

What prompted you to enter the award?

Culture seems to be the new agency currency, as strange as that sounds to say out loud. However, we recognise that it’s always been important to promote a great working culture because that’s what attracts great people to you. If we can be one of the best agencies in the country, then people will want to come and work at The Royals. I think attracting talent is one half of the reason to enter awards like this (along with creative awards), and the other half is recognition for everyone within the business. We want people to be proud of the agency they work in.

How would you describe the culture of the business currently?

Interested and Interesting. Everything we do, all the actions, tasks and initiatives we implement, need to be helping cultivate people’s curiosity, motivating it, while making sure there are real learning outcomes.

How do you believe employee happiness is connected to business success?

Nthink they are intrinsically related. We’re a people business; if people are happy doing what they’re doing, if they are challenged, if job satisfaction and engagement is high, then they are far more likely to do a better job and to work hard to think more laterally and proactively on behalf of our clients.

If clients are experiencing people at The Royals who listen, who are interested and hungry to learn more, then that will produce more effective work and stronger relationships.

How do you drive continuous innovation for your people within the business?

It’s a hot topic of conversion at every management meeting. We review our people every month by discussing performance and potential across the group. We have engaged

Culture Amp to survey employee engagement. In our first survey in 2016, we achieved an engagement score of 81%. It’s extremely high – and well above the industry average of 67% – but we’ve got lots of ideas to improve things around the place.

Out of this first culture and engagement survey, we formed a Culture Team made up of people within the business – this is to help us take the actions from that engagement survey and implement better ideas. We don’t want to push initiatives from the top down, we want our people to help us and make sure actions are being implemented.

What’s been your most successful initiative?

We had an idea to encourage people to do things that they’ve never done before. When I say “we”, I mean a staff member from our Culture Team did. Once a month, at our Monday morning assembly, we draw a name out of a hat, and out of a second hat we draw an activity. These are things that nobody in the agency has done before, like learning how to keep bees, how to master the trapeze, drive an uber, take a Special-FX prosthetic makeup course or a fencing masterclass. It helps us to see things differently. It’s been very received well and produced some amusing content that we’ll edit for our social channels.

Who leads the people initiatives within the business?

There isn’t just one person, our cultureis delivered by a number of people in the agency. Our Talent Manager is heavily involved of course, and she helps to run our program with the Culture Team. But every line manager is also responsible day to day as is every staff member. We conduct quarterly performance reviews, which gives people regular feedback. They are less formal but our people still have performance indicators, and need to be able to demonstrate how they’ve lived #mostinterested for the business. Essentially it comes down to everyone to make it work.

Where do you stand on merit vs quota?

As a business and as individuals, we are strongly in favour of gender diversity – and overall diversity. We believe a lack of diversity means a lack of relevance. However, I’m not convinced that quotas are the right way to overcome diversity issues. The biggest problem in this industry is that there is a shortage of experienced women for more senior roles, and that’s because traditionally it’s been hard for them to return from maternity leave thanks to the long hours and lack of flexibility within agencies. So now we are in a position where agencies are fighting over a small pool of women in the workforce for management and senior roles, and we’re missing out on a lot of talent that has decided not to return to the industry. It’s something we all need to address. We’re actively trying to fix this and I’m proud to say that The Royals have a 100% return rate of staff from maternity leave.

What practices do you have in place to encourage a diverse culture?

The Royals don’t have a policy. I don’t think we should be actively searching for particular types of people to fulfil a quota. I think that’s the wrong way to look at things. When The Royals are recruiting the best people for the job, it’s more important to us who you are and how you think. We recruit based on a psycho

graphic profile not a demographic one.

The Royals hail from 15 different countries and we speak 12 different languages (unfortunately I don’t), while ages span three generations. We simply aim to recruit unique, talented and interested human beings – and it doesn’t matter where they come from, what they believe in or what colour their skin is. Quotas are nonsense as they force you to judge and profile people.

We have a very strong ethos when it comes to helping women (and men) find that balance between family, work and their careers, and making it as easy as possible for them to come back

to work. We are very flexible and encouraging with new mums, they can take as much time as they need and we hold t

heir jobs open. In fact, in the past 12-18 months, we’ve had around 12 instances of maternity leave and we’ve held all those roles open. Seven of our 10 permanent P/T staff are working mums whose roles are tailored to their individual needs.

Does your agency support flexible working? If so how?

We have people in Melbourne working on Sydney clients and vice versa, so that forces a geographical flexibility – we’ve always got people in an aircraft everyday between the two offices and between client meetings.

Overall, we promote flexible working hours to encourage work-life balance and accommodate family commitments. This might mean later starts or earlier finishes to do the school pickup. It might also mean an ability to move working days in the week to accommodate school hours/ holidays/ sick kids etc.

All of our software is geared so that anyone can access information and working tools in the cloud. We encourage a lot of collaborative working through Google slides and Google hangout – particularly with our clients. If people want to work from home because they have a big presentation or strategy to crack, then no problem – people don’t have to be in the office to do work things, and we’re comfortable with that.

Also, we help people find different roles within the agency, and equip them for those roles, in order to strike a better balance. Aside from family commitments, one member of staff wanted a couple of days a week to pursue her own creative outlets, so she works with us 2-3 days a week, and then works on her own projects. Instead of getting a pay rise, another staff member works 9 days every fortnight and has one day off to pursue writing a film script. We are completely supportive of our people and their goals in life.

What do you think the industry as a whole could do better when it comes to flexible working?

As an industry, expectations have to shift slightly, actually a lot. Everyone in advertising works bloody hard. It’s becoming more competitive and to do well we have to go above-and-beyond with less money and less time. The industry I grew up in demanded 12 hours a day. I remember 42 hours without any sleep to get a campaign out. Christmas catalogues are like that.

But the world is evolving – mainly driven by the ‘gig-economy’. The industry needs to do more – we all need to be more patient, more understanding that to do great things takes time and we should value output more than we value the time it takes to make it. This should provide businesses the chance to give people more flexibility, not just the hours but the location and how they get their jobs done.

Why do you think your team loves working here?

The feedback we’ve got is that we genuinely care about people. As we own our business, we are immensely proud of the people in it, and like parents we care about the people we are responsible for. We have an ethos of ‘we give before we take’, and that genuinely caring about our staff and their wellbeing makes good business sense.

Staff have also mentioned that they enjoy our open forms of communication. This is important – there is very little that all staff don’t know about or understand. We are open plan, we don’t have departmental splits, and everyone is informed on the direction of the company, our vision and what we think success is.

What do you think are the top 3 perks?

One - Working environment: our office spaces are fantastic creative spaces. We have quiet thinking areas, lots of greenery, great views of each city with loads of natural light, interesting furniture and music controlled by all. We’re always stocked with great coffee and breakfast supplies. It’s probably not too different to most indie agencies but they don’t have a ‘Nick’. The Royals have a ‘Nick’. A ‘Nick’ is our Creative Partner, Nick Cummins. Every weekend he’s at an auction house somewhere collecting weird and wonderful pieces of furniture for the offices, so that our interior design is unique and not like most other work spaces. This does mean we have some really wierd shit lying around, so it goes straight to the “pool room”.

Two - One egg with two yolks: The Royals operate as a single agency so we get together regularly. Every year we have an ‘Unconference’ at a great destination for a long weekend. We’ve been to Hobart, Byron Bay and we’ve just come back from Thredbo where the whole agency hiked Kosciuszko mountain; at the top we gave out merit badges across each of our values – Audacity, Revelry and Camaraderie. We have a Monday morning assembly via a Hangout and an active “Buddy system” so that people can visit their sister office regularly. Then there’s the Christmas Party…

And Three - I think the opportunity to skill up in any given area. If someone is interested in learning about new forms of communication, all they need to do is let us know. If people want to go to SXSW, then we will buy them a ticket. If you want to do a course at General Assembly, catch a session at TedX, Vivid, Semi Permanent or any industry conferences, we’ll buy the tickets – you just have to show interest.

Do you think being a smaller agency limits you when it comes to culture?

No, I think it’s the opposite. In my experience bigger agencies struggle with culture. Our challenge is to carefully protect what we have as we move from 65 to 165 people. We’ll do this by reinforcing our values through every facet of the business and ensuring that our processes are robust and flexible enough to scale up without stressing people out. To aid this evolution we treat The Royals ‘ways of working’ a bit like an operating system (rOS). We fix bugs, improve functionality and constantly upgrade how we roll day to day. It ensures that we never stand still and that we stay relevant as a business model. People handle smaller adjustments better over time than wholesale changes.

Lots have been written of late about agency talent moving client side – what do you think agencies could be doing better to limit this?

Firstly, I think having agency people client side is a great thing, for many reasons. And agencies would prosper from clients moving over to the agency, but this happens far less. And here’s the issue. It’s one-way traffic. Better hours, more pay and more control are probably some of the factors. Agencies can only improve a few of these, so maybe it’s just inevitable that there’ll be some movement.

What three words would you use when summing up the culture at The Royals?

Revelry, Camaraderie and Audacity – those values are deeply entrenched in who we are and how we act and behave every day.

Revelry is about being passionate about what you do, and bringing all your energy to work every day. Audacity is about being brave creatively, and asking any question no matter how it makes you look. You’re always better off knowing an answer than being silent and ignorant. Camaraderie is working hard to act as one agency and working collaboratively with our clients, even though we are split by some distance.

Strike a Pose - a Power Pose

Tue, 25 Jul 2017 11:32:39 GMT

I was fortunate enough to attend a very inspirational Business Chicks event this week with the speaker being the fantastic Amy Cuddy . Amy Cuddy is a Havard researcher and social psychologist and a world-renowned expert on mastering your body language and building presence. Her TED talk, Your Body Language Shapes Who You Are , is the second most viewed TED talk of all time with over 40 million views.

Amy advised that we need to access our personal power to be “present”. Presence is being attuned to and able to access and express your authentic best self.

The strategy she advocates to bring out your personal power is ‘the power pose’. If you have not heard of this phrase, which is now well-known and tweeted often, a ‘power pose’ is one that extends the body - stretching out tall, arms open, taking up space.

This has been proven (in studies on both animals and humans) to give you a sense of power which in turn affects your thoughts, feelings, behaviour and therefore outcome of any given situation.

My top 3 tips you can use in an interview situation:

Prepare before you go in – hold a power pose (even for as little as 10 seconds) before entering the office you’re going to attend an interview

Attend to others posture - be conscious of other peoples’ posture, whether they are closed or open and whether what you are saying or doing can change this.

So get powerful, start posing and “don’t fake it until you make it, fake it until you become it”, I am certainly going to be trying it!

Rate your hiring practices with our quick unconscious bias quiz

Wed, 28 Jun 2017 06:08:46 GMT

START THE QUIZ

Our quiz is a quick litmus test to help you assess your levels of unconscious bias in your hiring practices. Take the test - be honest with your answers to really uncover practices you may need to focus on.

Unconscious bias can affect your thoughts on a candidate's gender, age, ethnicity, sexual orientation, geographical, socioeconomic, academic background, religious, heritage and even life experience. Our quiz is based on gender bias.

To recruit the best we believe we need to remove the blinkers and search for skills and competencies - before anything else.

We don't allow ourselves to make quick assumptions based on irrelevant info such as gender, race and home address. Like all recruiting skills, an inclusive approach takes practice to perfect.

Over the last year, we’ve recruited a diverse range of marketers – from 14 nationalities and 72% of senior appointments were female.

To help us achieve this we are mindful of the language we use in job ads and how our clients describe roles in their job descriptions – to ensure we’re attracting and engaging a cross-section of genders for all opportunities. Read more here.

Q. Do you know which of these words would skew your job applicants to male candidates?

ambitious driven passionate

A. The correct answers are ambitious and driven.

There are a number of ways bias can infiltrate our practices which crush the benefits that diversity can bring to an organisation;

Increased adaptability
Better customer service
Greater Innovation
Easier Recruitment and retention

To find out more about how you can remove bias from your practices, contact iknowho to discuss best practice.

Will your next Interview be with a Robot?

Wed, 28 Jun 2017 06:08:10 GMT

We attended a great VIVID event recently, held by We Are Social’s Suzie Shaw and Simon Kemp; Marketing to the Machines . They took us on a journey of understanding how pervasive algorithms have become. We all know that algorithms are the all powerful force that analyses all our interaction data and ultimately controls our Facebook feeds, but when we start peeling back how we are living our lives today, algorithms are everywhere! As Suzie said, algorithms are determining who we hear from, who we talk to, who we date, what we buy and even what we earn.

Ummmm, what’s an algorithm?

Let’s clear this up first; an algorithm is a process or set of rules to be followed in calculations or other problem-solving operations, especially by a computer. Simples.

Although we might not be aware of this, we are starting to rely on algorithms. Suzie and Simon talked about new products such as Google Home and Amazon Alexa , which sits in our homes, listens to what we say, what we watch and listen to, and allows us to use voice activated controls to shop. It’s using all it ‘hears’, and a range of algorithms to ‘help’ us shop in its store. Exciting or freaky?

Now Suzie and Simon tailored their talk to the role of algorithms in marketing . But it got me thinking about my job, and made me want to look at the role algorithms are starting to play in recruitment and job seeking .

What role do algorithms already play?

Using algorithms in the recruitment process is not new. There are various software and programs around which can help to review job applications. Essentially, the program will look for the presence of certain keywords to ascertain if a CV has enough relevant experience to match a particular role. Many big corporates or large recruitment companies will use this method to ‘screen’ large volumes of applications.

Of course, this screening method is only as good as the program used, or the algorithm which sits behind it.

If I’m honest, as someone who reviews every single job application for roles I manage, I quite like the idea of something that can make me more efficient at my role, and will filter out applications from people with zero relevant skills for the roles I’m managing, enabling me to focus on those with relevant profiles.

Holly Fawcett at Social Talent talks about robots taking out the ‘grunt work’ from recruitment, freeing up consultants to do more of the strategic work; consulting to clients and candidate care; really guiding and advising candidates through the job search process. I certainly like the sound of this!

Forget RoboCop, hello Robo-Recruiter?!

Lots of people are following the rise of Bots, and in recruitment, this is also starting to happen.

I thought I’d hit on a unique idea here with RoboRecruiter, but a quick Google search reveals that RoboRecruiter already exists ….. There’s a start-up in San Francisco that has developed an ‘AI Recruiter’. It’s worth a play, but I found that pretty quickly it was pushing me to talk to a consultant, without actually gaining that much relevant information about the kind of roles I was looking for beyond the basics of title, location, and industry.

There’s also Mya , that can evaluate resumes, schedule and conduct applicant screenings, great when roles have a high volume of applicants.

Are computers/algorithms less biased?

One of the arguments for using algorithms to screen job applications is that a computer can’t be consciously or unconsciously biased. Therefore, without bias, the theory is there should be a reduction in discrimination based on gender, age, race, etc. That’s got to be good, right?!

So then it could be said that computers could actually help you get a job where humans might be biased against your profile. But let’s not forget, unless Robots are interviewing us, the biases will probably still happen in the interview process, even if a computer has helped you get to interview stage.

Will your next interview be with a robot?

Yes, this is already happening; and in Australia. La Trobe University’s robot, Matlda , has been programmed to conduct interviews, then it records and analyses the interviewee’s responses, monitors facial expressions and compares them to other successful employees within the hiring company.

An interesting point here is whether Gen Y and Gen Z will even think this is a bit deal, considering how much they are already embracing digital and AI into their everyday lives.

Can algorithms actually help to recruit BETTER candidates

Some studies have been conducted to review whether algorithms can select ‘better’ employees. One study showed that those recruited by an algorithm stayed longer in their roles and were more productive. However, this study was for the low-skilled labour sector, and I’m not sure of any research for the industry we focus on (Marketing & Advertising).

However the role of predictive analytics is certainly an interesting one, but it means that HR teams need to capture a lot more data on their current employees to enable this kind of analysis.

Am I out of a job

Whilst there are undoubtedly some really interesting developments in using technology and algorithms to assist in the recruitment process, I’ve got to say I’m a little old skool in that I truly believe in the human factor.

The guys at We Are Social talked about the differences between computers and humans being the ability to have empathy. Some think that eventually, AI will become so good that computers will indeed be able to display empathy, but I don’t think we’re there just yet.

Along with empathy comes the very simple factor of human interaction with someone who knows their stuff. At our recruitment consultancy, it’s all about direct access to specialist consultants. So for us, using CV screening algorithms, bots or any other AI takes us away from this positioning. But is this a good business proposition that will hold us in good stead long term, or are we missing the opportunity to innovate?

So am I out of a job anytime soon?

As long as the human factor is needed, and we have the capacity to judge someone’s POTENTIAL to succeed in a FUTURE role, I think I’ll still have a job to do next week, but maybe in a few months, a Robo-Recruiter will be helping me out.

Jo Gobbo is a Senior Talent Consultant at iknowho, a specialist recruitment consultancy in the creative agency and marketing space.

jo@iknowho.com.au / 02 8925 9209

SOURCES

https://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/strategic-workforce-planning/recruiting-algorithms.aspx

https://www.ft.com/content/ad40b50c-6e9a-11e6-a0c9-1365ce54b926

http://recruitingtools.com/future-of-recruiting /

http://money.cnn.com/2017/05/16/technology/ai-recruiter-mya-systems/

https://www.theguardian.com/careers/2016/dec/14/soon-robots-could-be-taking-your-job-interview

http://recruitingtimes.org/news/16065/robots-take-job-interview/

https://www.roborecruiter.ai/home

Excellence in Candidate Care – Woowho!

Wed, 28 Jun 2017 06:04:21 GMT

Last Thursday saw the annual RSCA Winter Ball and Industry Awards in Sydney. We celebrated over an evening of 5 key awards across the recruitment sector in Australia. We were lucky enough to be nominated for the Excellence in Candidate Care Category, and were absolutely thrilled to be finalists!

The iknowho ethos is to ensure candidates have a positive and pro-active experience whilst helping them find that dream job. We want to share our knowledge every step of the way! It was this thinking that brought about our Speaker Series , (stay tuned for the next Speaker Series coming up in August).

We want to share our knowledge and give our candidates some great advice, so the team regularly write blogs on relevant topics as well as tips and tricks. Here’s just a few below to give you an idea.

We know how important being happy in your job is, so we give advice on aspects like asking for a pay rise, how to step up in your career and we even developed a handy calculator for salary negotiations.

iknowho run interview training for both candidates and companies. We will continue to deliver a strong candidate experience and this year we’re focusing on diversity and how to help our clients develop more inclusive recruitment strategies.

iknowho aim to have career relationships rather than transactional ones with our candidates – so we’re proud to say that the first marketers we placed back in 2008 are still within our community today – many have become clients. Our community is strong with 88% of the candidates we placed over the last 12 months were identified through referrals or were already within our network.

It means a lot to us to be a finalist, to be celebrated in our industry for the work we do to ensure excellence in candidate care.

We’re always open to new ideas on what more we can do more of to deliver an excellent candidate experience, so feel free to drop us a line !

Brekkie with Alan Joyce

Sun, 28 May 2017 11:41:31 GMT

I have an extra spring in my step after joining the Ireland Funds of Australia intimate breakfast today…It wasn’t just the room of enthusiastic Irish or the coffee…it was the inspirational (and very practical) leadership tips Alan Joyce Qantas’ CEO shared.

Here’s my 5 tips from his talk today…

Think big and be brave enough to think differently. Challenge the status quo. He quoted Henry Ford “If I had asked customers what they wanted, they would have said faster horses.” This style allowed him to do things differently to the industry - and the numbers show it’s paid off with the airline reporting a record full-year profit of $1.53 billion up 57 % on the previous year and the best result in its 95-year history.
Don’t get bogged down in data and information. Joyce suggested leaders to fly at 35,000 ft – and when you notice something that makes you uncomfortable drop down to 5,000 ft to investigate, before making a quick decision and returning to 35,000 ft. Recruit the best and empower them.
Remain humble ; be a person who’s brave enough to not have all the answers. Remain curious and interested.
Diversity matters Surround yourself with a diverse team to get the very best thinking. Develop an inclusive culture where people want to contribute. He believes that this diversity was key to getting Qantas through the turbulent times. We recruit for areas of Qantas and absolute feel this “inclusive” approach even as a business partner.
Above all be yourself – be authentic and genuine . This builds trust and respect.

Earlier this year Joyce was named the boss most Australians want to work for – and having spent a short time with him today I can see why. I leave with a new #ceocrush

It’s Not You… It’s Budget – Life After Redundancy | iknowho

Sat, 27 May 2017 10:16:38 GMT

This morning I met with an Account Executive on $45k inclusive who yes, had been made redundant. This was not my first meeting with a junior candidate having just experienced the big R, and these meetings are becoming much more frequent. These candidates all seem slightly confused on the situation; they haven’t been let go because of lack of skillset, but they no longer have a job. It can be a demotivating experience for a junior. Remembering that their generation has not been in the work force during a financial crisis.

This got me thinking about market perception - is there a negative connotation associated with redundancy?

Would a potential employer prefer to hire a candidate who is leaving on their own accord over a candidate who no longer had a valuable place in the company, and how do we overcome this bias?

Do potential employers see you as less valuable because your previous employer couldn’t afford to keep you on?

In my opinion, the answer should be absolutely not! In today’s fragile economic climate and especially in the world of marketing, where retainers are becoming less common and big clients sway between agencies like a toddler on a swing, it’s becoming increasingly difficult for agencies to stay lean and flexible.

Let’s take a second to reference the News Corp cuts and the ripple effect to their agencies we are only just seeing now, also Vodafone moving (again) and the loss to their previous agency. Redundancies are becoming more commonly seen across all levels. Potential agency employers should understand this because they too are going through the same thing in maintaining their own head count vs profitability.

Ok I have been made redundant, now what?

The good news is you are available immediately - this is gold to a lot of agencies, where business is being lost, it is also being won. Keep your ear to the ground and start mapping out the agencies who are winning big pieces of work and approach them. Try to keep sector & channel specific to help with a smooth transition and hiring process. For example, if you were working on a financial services account with heavy ATL & content – try to approach agencies and roles that are similar, so you are going to be really emphasizing your expertise.

Utilise your own network, reach out to people and make sure you have a glowing written reference(s) to accompany your CV when you are making direct approaches on Linkedin or via email.

Stay positive and stay busy. This may even be an opportune time to take a holiday? Refresh, cleanse and refocus, so that when you do begin the job search you are in the right frame of mind and have taken some time to reflect on what your previous experience was and what you are looking for next.

Your friendly talent consultants at iknowho are always here to guide you every step of the way. We can help with interview training, CV design and presentation, and introduction to our network of agencies.

Chin up! The best is yet to come!

If you’re looking for a new position and would like to have a confidential chat please get in touch via: brianna@iknowho.com.au / 02 8925 9207

Above the Line Below the Line. Where is the line anyway?

Thu, 25 May 2017 11:48:19 GMT

Landing your first agency role can happen so suddenly, day one you’re thrown in the deep end and by the time you come up for air and start looking for new opportunities you realise there are SO many different styles of agencies out there all describing themselves in slightly abstract, quirky ways, how do you determine who does what and what is right for you?

I meet with a lot of junior candidates who may have a few years’ agency experience and ready for a new role but find all the different agency buzz words out there very confusing and also slightly daunting, I thought I would write a little overview on different ways you can upskill and the most transferrable skills relevant to each discipline.

When approaching new opportunities firstly remember the quickest way to climb the ladder is by capitalising on what you already know then utilising that knowledge to secure a role within an environment that will allow you to upskill in areas you deem important and interesting. Here’s a quick overview of what means what. You will notice some crossovers in the below, perhaps you may identify where you could transition or a particular interesting channel? I have included a link to some of the specific agencies of each discipline that iknowho work with.

BTL – no it’s not a sandwich

You may have been working in experiential, promotional marketing, cross promotions & sponsorships, trade shows, print hand-outs, consumer promotions, gift with purchase, on pack promotions, in-store sampling, shopper marketing, retail activations, bespoke events and have touched on digital and social.

https://www.becausexm.com/work

http://pimgroup.com.au/#what

http://www.geometry.com/au

Direct marketing – let’s get to the point:

You guys use data analysis to create communications direct to customers through a variety of channels including SMS, electronic direct mail (EDMs), customer loyalty marketing, targeted online adverts, digital and social (paid), direct mail (DM). You may also partner with an integrated agency to create: targeted TVC’s, targeted print as well as targeted outdoor advertising. It’s all about understanding your audience and using that data to identify your target audience and create tailored campaigns relevant to that market, it’s all measurable!

https://mercerbell.com.au/ourwork/

https://lavender.ad/Work.aspx#/all

Integrated – the jack of all trades:

Integrated agency people have worked on multichannel campaigns. This means you have touched on TV, Radio, Print, Digital, Online Content plus you understand what’s involved in BTL (see above) and direct marketing (also above) but typically an integrated agency will outsource these components so as to focus on the conceptualisation of the core message and how best to apply budget across channels.

https://mcsaatchi.com.au/work/

https://www.leoburnett.com.au/Sydney

Branding & Design – bring your thick rimmed glasses:

The core of a brand is identified across look and feel, and tone of voice. Then account service utilises top photographers, illustrators, copywriters, web developers to ensure the brand essence is consistent across all communications both on and offline. These agencies can be working on whole new brand concepts, brand refreshes and the content to support that brand persona.

http://www.sixblackpens.com/portfolio

http://houstongroup.com.au/

Of course every agency is unique, however, through understanding the different sectors you can better determine where your channel strengths currently lie and the transferable skills between the disciples that will help you continue to build on your existing skills while still evolving as a marketer.

Remember the easiest way to succeed is to always follow your passions.

Do You Have a Board of Directors For Your Career?

Tue, 25 Apr 2017 12:04:06 GMT

I had one of those aha moments recently when I hosted an event titled "Stepping Up - How to Become a Head of Marketing", in which we invited a panel of five Heads of Marketing from some prestigious and iconic brands to be speakers, and to share their insights and stories into how they got to their positions. The audience was a room full of enthusiastic and eager marketers, all budding to make their own career journey to a Head of Marketing position at some stage in their career trajectory.

One of the questions I asked the panel was about having mentors and the importance it played on their careers. Every one of them said it was pivotal in their careers in one way or another, but one answer stood out above all - "Not just having a mentor, but a Board of Directors".

To me, this was revolutionary and a real eye opener. It's not just about having a mentor to guide you but about having a group of mentors you can utilise and draw upon for different things. The speaker in question even mentioned her mother in law was on her board! Other board members included senior professionals from within her industry and others were senior professionals and peers from outside her industry. The secret is having a good blend of people from different backgrounds and experience levels to give you a balanced and varied viewpoint, that will help aid choices and decisions you make both personally and professionally. It’s about giving you holistic advice and varying perspectives on problems and challenges you face day-to-day.

There are two important lessons to remember. One; it doesn't happen overnight, and two; it's not a one size fits all approach. Like anything, it's a test, a learning curve and of course it's ever evolving. Who you need today on your board may be different to who you need next year or in five years time. The objective is to have a board and if you don't have one now, start building and asking today. And it doesn't necessarily need to be a formal thing either, it can be informal and you may only need to pick the brains of your board a couple of times a year.

So what now? If you, like many others don't have a board set up, you need to create a list of influential people who you respect and who you can ultimately learn from. Reach out to them today and more often than not they will be complimented by the request and more than willing to help you.

If you would like advice on your career, looking to make the next step or are looking to hire for your team, get in touch with me today either on 02 8925 9208 or at john@iknowho.com.au

What We Can Learn From Networking Events and How to Put These into Action

Tue, 25 Apr 2017 11:58:51 GMT

I recently attended the ADMA 30Below – Actions Speak Louder Than Words networking event which gave me a wider insight into brands and how they interact with their customers through brand presence and engagement.

Listening to a fantastic bunch of speakers including James Hopkins at Mon Purse , Stevan Premutico Founder and CEO from Dimmi , Jadanne Dare Head of Marketing ANZ for Adobe , Adam Donnelly Head of Strategy at The Works and Richard Sauerman Co-founder of Brandcraft . Whilst from a range of different industries – data and loyalty was at the heart.

I was immersed with professionals across varied sectors that weren't just consumer centric, but tech and CRM sectors (which I'm secretly passionate about!) I learnt a lot whilst sitting there taking notes; some insights that I found useful, and that I can use in my everyday life as a recruiter were the following:

Take a step back and see your customers in a digital space, how can we analyse their data, behaviours and how do they interact with us
We tend to focus on numbers, take a side step and focus on loyalty – people don’t talk about it until they have tried it
Help create moments with customers – make them feel valued so they come back ‘Crystallise the Why’
Create relevant content across every touchpoint to connect with the right person, at the right time, and in the right place
Build trust with your customers – they will talk about the experience they had with you
In the end people only want one thing - an experience that makes them feel better about themselves

Networking events are useful in many ways and a great way to continue learning. They are also a great way to bring back lessons to share with your colleagues; whether it be learning about new technologies, how agencies work and what approach they take, or how we can benefit from a new perspective.

If you’re looking for a new position and would like to have a confidential chat please get in touch via: marissa@iknowho.com.au / 02 8925 9205

Portfolios Aren’t Just for Creatives

Tue, 04 Apr 2017 10:03:37 GMT

Here is an insight into what it is like on a working holiday visa here in Oz -

Farming…

If you haven’t considered doing farming then you should.

It has all been worth it, and I will be going into my tips as to how to gain a contract role, what to look out for when applying for farm work and sponsorship options in my next post, so stay tuned!

Take a Break to Succeed

Wed, 29 Mar 2017 06:38:08 GMT

Last Thursday marked AdNews’ 30th Anniversary Agency Awards – and what a night! The Star Ballroom was packed with over 700 people from the advertising, marketing and media industry; all there to celebrate the incredible work achieved over the last year.

The night saw many winners and achievements amongst lots of worthy nominations – congratulations to all! But personally, I think the biggest achievement was the introduction of the People & Culture Award which iknowho founded in collaboration with AdNews.

For me, people have always been the most important part of any business, so when I’ve been at past Awards nights, I’ve always felt like they were missing something. It’s great to celebrate the work created, but what about the people doing the work? And more importantly, employers who are willing to truly invest in their greatest asset - the people. Employers who are brave and embrace change, that innovate their policies to match their workforce’s needs should be recognised and celebrated! After all, the people and culture of a workplace is intrinsic to a business.

As part of the judging panel for this award, I was blown away by the volume and quality of entries. It had more entries than any other category,

which is testament to how companies view the importance people and culture, and more to the point how they want to prove it!

So huge congratulations are in order to all seven finalists – Atomic 212, CHE Proximity, Isobar, TBWA, The Royals, The Works Sydney, UM. All these companies had incredible entries and strong values placed in the people.

I’m happy to announce that the winner of the People & Culture award was Atomic 212, and deservingly so! In just a few years not only have they built a successful business, but also one who truly value its people. They have set a solid benchmark for the industry to chase.

For more info on the event, the highlights, the winners and of course the photos, check out AdNews . For even more photos and a live run down of the evening, check out our Twitter page!

iknowho Congratulates Those Who Put People First

Tue, 28 Mar 2017 05:25:14 GMT

I used to think taking a full lunch break, or any other sort of break for that matter was a complete waste of time – I could be working, I could be achieving something! However, after researching the topic and through my own personal experience I have found that taking a break helps your productivity, allows you to gain new perspective on the task at hand, and overall enables you to produce better quality of work. A break gives you the ability to step away from your piece of work/or project and think ‘am I doing this in the best way I can?’

After my research, I have found that I am not making the most productive use of my day through regular breaks, and I am sure many of you are not either. According to a study by Staples, 66% of employees spend more than 8 hours at work, and more than a quarter do not take a break other than lunch.

We all should be taking a break every hour, even if only for 5 minutes. Nathaniel Kleitman* (Physiologist and sleep researcher) found that we work best having 90 minutes’ concentration followed by a 20-minute break.

More than that, we should be resting our brains through focussing on eating, meditation or going for a walk i.e. an activity that creates calm and not overly stimulating our brains.

Getting away from your desk, putting down that pen, and switching off, even for 5 minutes has been proven to help re-energise your brain, and help productivity.

If you can go for a short walk outside the office it is not only good for your work productivity but for your mental wellbeing, studies** have shown that this relieves stress, reduces fatigue and boosts your mood. According to research***, walking through green spaces may even put the brain in a state of meditation.

It does make sense; we have a break from physical exercise as we know our bodies need to recuperate when we tire. Well, why do we think our brain is any different?

It’s easy to do…

Step away from your phone, desk, computer – put down that pen!

Move to a part of the office with less stimuli (no people, somewhere tranquil), or even better go outside for a walk

No thoughts about what you are doing next, clear your brain – RELAX

Shake it off, then get back to work

Just try it, and I am sure you will feel more productive and have more energy – I most certainly did!

* Kleitman, N., Basic rest-activity cycle—22 years later, Journal of Sleep Research & Sleep Medicine, Vol 5(4), Dec 1982, 311-317

** http://www.businessinsider.com.au/why-being-outside-in-nature-is-healthy-2015-6?r=US&IR=T

***Heriot-Watt University in the U.K., study published in the British Journal of Sports medicine.

Interview Prep: How to Really Get to Know a Company Before You Interview – Part Two

Mon, 27 Mar 2017 10:09:30 GMT

You’ve covered all areas of the company, now how to apply what you’ve learned from your research in the interview:-

Demonstrate that you know their company values by giving examples of what you’ve done/how you work aligned to their company values
Has the company achieved any awards, trends or appeared in the Marketing news space – mentioning a great new client win for a creative agency really shows you’re across the market and what opportunities they have available
You read an interesting article by the MD and you liked the way they analysed digital trends – worth a mention!
You’ve learned that they plan to grow and expand in the area of social media and you can contribute to this by your previous experience in content creation and Facebook targeted ads
They worked on five key campaigns and you thought they executed the brief well – have an opinion and inform them you liked what you saw/read and how you’d like to be part of an exciting project

I recently worked with a great new client who specialise in social media and are a global player in the market, they work with great brands and execute campaigns on a large scale. I approached a candidate who was super keen on the role however not knowing much about them had to heavily research what they were all about, where they appeared in industry news and what brands they worked with.

The MD in the business is very engaged with trends and marketing news and has recently written blogs which gained traction across their website and social channels. My candidate was so impressed by the articles they mentioned this in the interview and it opened up a great conversation with the Senior Account Director as they shared their opinions and love for social media. All this research really does pay off as they got the job!

So researching a company prior to interview is so much more than having a look at their website. It really is beneficial to dig deeper, allowing you to wow the company at interview, demonstrating your passion and commitment, but also to make sure they are the kind of place you want to work.

If you’re looking for a new position and would like to have a confidential chat please get in touch via: marissa@iknowho.com.au / 02 8925 9205

The Importance of Giving Back | Making the Move from Corporate

Tue, 28 Feb 2017 06:20:33 GMT

Dene Gambotto caught up with Arabella Gibson after she was announced as the new CEO for The Gidget Foundation

Congratulations Arabella on your appointment as The Gidget Foundation’s new CEO…

Tell me more about the work of The Gidget Foundation?

On making the move from Corporate to a Not For Profit– why now in your career?

I also have a close personal connection with Gidget’s family and the reality is that this will always drive my passion to ensure we take the Gidget Foundation from strength to strength.

Furthermore, the flexibility of a role like mine is necessary for where my young family is at in life so that part was just a no-brainer for me!

What advice would Arabella would you give to senior marketers who may be considering a move to Not For Profit themselves?

Ultimately, assess where you are at in your career: Are you challenged? Can you use your skills to a huge benefit for a cause you believe in? What kind of flexibility do you need? Can you ‘jump the line’ and advance your career in a way you may not be able to in the private sector?

If the role offers these types opportunities, then it may well be the perfect move.

How can people get involved with The Gidget Foundation?

So you got the job… but is it the right agency for you?

Mon, 27 Feb 2017 10:31:41 GMT

How important is it to research if an agency is right for you before signing the dotted line…

Job searching can be brutal, the job applications with no response, the time spent going into the agency for interviews and the “we wish you all the best in your future endeavours” generic emails are enough to make anyone lose a little sight of what their original career objectives were.

When you do finally get that call back, get that second interview and finally get the offer you may be so relieved to be coveted by an agency you may overlook some of the warning signs you picked up during the hiring process. Although it is an exciting time and a fresh start, it is crucial you slow down and turn down that overly enthusiastic voice in your head saying omg this is the beginning of the rest of my life - I need to go shopping for chic office wear! Take it back to the reasons you left your last role and what you promised yourself you would never commit to again…

Things to consider (and shouldn’t be afraid to investigate):

Agency Culture:

Most agencies will claim to have a supportive, collaborative, friendly and social culture. Office politics, generational gaps and overworked staff can have a detrimental effect on culture and your well-being, so make sure you do your own investigating. I would recommend reaching out to your network (or just hit them up on LinkedIn), past employees who have recently left the agency and perhaps gently and respectfully (of course) ask how they found the overall culture of the agency.

This is also something you can do some snooping into through the interview stages. If the interviewee asks to go to a café to meet, don’t be afraid to ask to see the office at the end and have a walk around the agency. Never be scared to push for a second or third interview just to get a bit more physical time in the office. Try to take note of how the employees interact with each other and their overall energy whilst at work.

If all else fails – just ask! Company culture is incredibly important and most talent directors or hiring managers will be transparent, remember they want to hire like-minded individuals too.

Look, you may be happy being at your desk 14 hours a day, but just in case you’re not….

Culture check list questions:

What are some of the recent social activities the team has enjoyed?
Is there a social committee?
What are the typical hours of work?
What are the incentives for the team when we reach and exceed targets?
How long have most employees been here?
What are the ages within the agency, is it a fairly young team, if that’s what you’re looking for?

Career progression:

This is another aspect of your new role that you will quickly resent yourself for accepting if there is no path to progression both personally and professionally in the agency.

Typically, in agencies there is always somewhere to go, however, it depends on how quickly you were hoping to get there. A quick map of the agency structure and recent hires/promotions will give insights into if you are likely to receive a quick promotion based on your skills and experience, or if there will be a few road blocks given the current structure and recent hires/promotions internally.

If your prerogative is to be promoted within a certain period of time, firstly consult an unbiased third party to ensure your career objectives are realistic, then be honest with the agency and see what they are able to offer in terms of KPI’s and a structured career progression plan.

Agency clients:

This is a big one, you will be spending 40 hours (most likely more) negotiating, representing, communicating, educating, collaborating and at times getting a bit frustrated with these guys. Firstly, do you believe in their product? If you have an ethical issue with your client’s product or service, you may want to rethink joining forces with them.

What kind of client do you want to work with? Some people relish working with a difficult client who constantly challenges and pushes you forward. It can be stressful at times but you will be pushed to be the best you can be at what you do and most of the time pleasantly surprise yourself when you come out the other side of a particularly challenging brief.

Type of work:

What are the specific channels you will be operating across and do they include a combination of skills you already excel in as well as areas you hope to develop into?

If the work isn’t going to challenge or inspire you at some point, you may want to rethink either the level of the role or perhaps the style of agency overall. For instance, if you left a BTL agency because you are totally over POS production and this new agency is also BTL make sure you ask what the typical style of campaign they do is – perhaps you can be exposed to more experiential and events?

Last of all always go with your instincts, take some quite timeout, let the adrenaline of the opportunity subside, and ask yourself what the pros and cons of the role are.

Only you know what’s best for you!

Good luck in your future endeavours. If you need more advice on how to land your dream role, get in touch with me anytime brianna@iknowho.com.au

The 5 Magic Signs Hiring Managers look for during an | iknowho

Mon, 27 Feb 2017 10:22:54 GMT

We all know that interviewing is a skill in itself. Your CV gets you in the door but ultimately it’s the interview where you can demonstrate your ability and really separate yourself from the crowd and stand out. And you prepare accordingly, you research the company, you have a quick look at the Hiring Manager’s profile on LinkedIn, you delve deeper into the role itself and the position description and you do any other homework you feel necessary. But what then?

The interview stage is critical and there are 5 Magic Signs every Hiring Manager looks out for during an interview which I have listed below:

Rapport
Background and skills to do the job
Future growth and development potential
Attitude
Culture Fit

There is no hard and fastened rule on the weight of importance of these 5 signs as together they are greater than the sum of their parts.

Rapport

The ability to build rapport is really important as it showcases your ability to connect and engage with people on a personal level. This can be everything from simple manners/ greetings with the person who meets you at reception; to the small-talk with the Hiring Manager while you go for a coffee or walk to an interview room; to saying goodbye after the interview. Rapport isn’t about being fake, it’s actually about being real and being true to your personality and breaking down barriers and making a connection with someone. The Hiring Manager will assess your ability to build rapport with him/her because it will be a good indication of your ability to build rapport with both internal and external stakeholders if you get the job.

Background and skills to do the job

It sounds obvious and straightforward but yes the Hiring Manager is looking to assess your background experience and skill set and yes your CV showcases your story on paper but the proof is how you bring your story to life. They want to know if you can do the job day to day and it’s crucial you are able to bring your experience to life with key examples that showcase this but your delivery and ability to talk through is paramount. Your experience is exactly that, it’s your story. Other candidates may have similar backgrounds and skill sets but your story and experience is unique and your ability to bring this to life in your way may be the difference between you getting the job and not.

Future growth and development potential

After the Hiring Manager establishes you have the right skills and the right level of experience to do the job, they will want to know if you are the type of person who will grow and develop in the role. They want to know if you are a future leader or have that potential to be one. This the part of the interview where you need to demonstrate your hunger for continuous learning and examples of how you have shown personal leadership in your past roles. Be it past promotions or taking on additional projects and going above and beyond in your current day to day responsibilities.

Attitude

Attitude is king. Never underestimate how important attitude is in when you’re in the interview. It is the difference between getting a job and not. When you are competing for a job, it’s likely that you may have the same background and experience as the other candidates going for the job and the deciding factor as to who gets selected can come down to attitude, pure and simple. Your attitude, your outlook, your mindset, the way you see the world and how you deal with setbacks and show positivity, hard work, collaboration and resilience is so so important when a Hiring Manager needs to make a decision.

Culture Fit

The fifth element a Hiring Manager wants to assess is your culture fit and ability to work well in the organisation as a whole and work well in his/her team and get on with other key stakeholders especially if you are spending 40 plus hours a week together! Will you fit in seamlessly or will you rock the boat? It all depends on what he/she is looking for. Similar to building rapport at the beginning and through the interview process, you will have to demonstrate your ability to adapt your communication style to suit certain personalities and have a strong self-awareness to read situations and read between the lines.

If you need more advice on how to land your dream role, get in touch with me anytime john@iknowho.com.au

Are we facing a talent exodus from creative agencies?

Mon, 27 Feb 2017 06:22:27 GMT

There was a lot of commentary around 2016 being a challenging year for many in the creative agency space and 2017 is already shaping up to be an interesting one.

So what’s the challenge I think will impact us more in 2017? An Industry Exodus!

Over the last 5 years of recruiting for creative agencies in Sydney, I have seen a huge increase in the number of people who are looking to shift out of the creative agency industry. During 2016 we had a candidate shortage for many months and a large number of people I spoke to were exploring a change in career – this pattern has continued into early 2017.

Where do they want to go?

Client-side.

I would estimate 5 years ago about 5 – 10% of creative agency account management talent would talk to us at iknowho about options for moving to an in-house marketing role; to the ‘client-side’.

Over the last 6 – 12 months I’d estimate at the mid-to senior-levels (Account Director and above), that around 80% of candidates I speak with are exploring options outside of creative agencies. That’s a scary statistic.

This is extending to the junior to mid levels as well; we are often having conversations with Account Managers and Senior Account Managers who are considering moving to the client-side. Now don’t get me wrong, there has always been a ‘grass is greener’ mentality with people wanting to explore their options. What is concerning at the moment is the additional lengths these people are going to. At iknowho we recruit across the marketing industry, agency and client-side and our client-side recruitment team is seeing an increase in agency background candidates.

What’s scary about this? These guys and girls are the industry’s rising stars, mid-management, future leaders. If they are jumping the fence what does that mean for the leadership of the industry? What does it mean for the training of our juniors who rely on the mid-levels to pass on their knowledge and mentor them through their growth?

The people we are talking to are often some of the industry’s best and strongest talent, so it’s not people who have dabbled in agency and are looking for an easier option. It’s 5-star talent who are looking for something – so what are they looking for?

This probably isn’t new news, but here’s a top line, and it’s time for the industry to get serious about making changes in line with this:

Full-on working environment, lack of flexible work hours or part-time options - crazy hours, burning out….candidates are looking for that elusive ‘balance’, or more accurately work / life integration. They look at management levels in agencies pulling the crazy hours and not seeing their families and think ‘I don’t want that life’. As the line between work and life blurs the move is towards finding opportunities where flexibility / ‘give and take’ becomes a reality.

Lack of job security - agencies are running so lean that as soon as a client cuts spend or moves on, redundancies are around the corner. Years ago redundancies were rare in agency land, it is now not uncommon for candidates to have experienced a number of rounds of redundancies, which can affect people directly (knocks the confidence) and indirectly (loss of team members, managers).

Lack of management training - something the industry has always struggled with is training – agencies either crack it or it’s non-existent. We are finding that many of the junior- to mid-level candidates we are meeting with have limited opportunity to be trained or mentored in effective management skills. This manifests as employees looking outside their employer or industry for growth and development options. Two or three strikes for a candidate and they lose faith that they will find great advancement options, so start to look further afield.

Loss of vision - if employees don’t know what a business stands for, how can they believe in and carry forward that business’s vision? There is a greater need for employees to feel connected to the business and understand how they add value than ever before. Excluding them from the vision or not being clear on it yourself is a slippery slope to a revolving door.

Lack of investment in culture, people & development – All of the above funnels into culture, people & development. There has been a drive for culture to be recognised as something more than ping pong and Friday afternoon drinks. How a business treats its employees through communication, development and opportunity is critical to growing a great team and retaining it.

So how does this impact talent and recruitment for your business? It’s simple; think about that next Account Director you need to come in and build a team. You might want to meet 5 superstars and have the pick of the bunch. The only problem is, they don’t all want to meet you, either because they are thinking about the grass on the other side of the fence or don’t believe that creative agencies can offer them what they are looking for in their careers.

The talent pool is decreasing and currently the industry is not attracting rafts of fresh new talent. So this is really a nudge to creative agency leadership teams to look inside their exposed brick walls and reflect on what the plan is for 2017, and beyond, to keep their talent and show them there is a great career ahead.

iknowho is the founding sponsor for the AdNews Agency of the Year NEW People & Culture award. We're excited to see what agencies do in 2017 in people and culture management to reduce the numbers of top talent wanting to leave agencies.

Jo Gobbo is a Senior Talent Consultant at iknowho, a specialist recruitment consultancy in the creative agency and marketing space.

iknowho Speaker Series 2017: Career Strategy to Head of Marketing

Sat, 25 Feb 2017 12:17:34 GMT

On Wednesday 22 February, we ran the second of our Speaker Series Events. The topic was Career Strategy to Head of Marketing, and our expert panel for the evening was:

Aaron Fuller , Head of Marketing, Qantas Assure at Qantas
Hayley Goodman , Marketing Director, MTV & Comedy Central ANZ
Jayne Andrews , Marketing Director, Carnival Cruise Line
Sally Byrne , Marketing Director, Coca-Cola Amatil Alcohol & Coffee

The night was a huge success with a fantastic turnout and a great opportunity for us to catch up with clients and candidates alike. Thank you to those who joined us, we hope you enjoyed the night and took away some great tips from the panel.

Here’s a summary of the evening, if you have any questions please get in touch anytime.

What one personal attribute has ensured you have reached the top of your game?

Aaron – push the envelope, push the status quo.
Sally – self-esteem, believe in yourself and your worth.
Jayne – hard word – be prepared to do the shit jobs others do not want to do, and give it your all.
Hayley – being a holistic thinker – be a diplomat, it is all about being part of a team and not an individual.

Of the moves so far in your career, which was the toughest role to move into?

Hayley – I found moving from Executive to Manager level was the toughest. Having to form a holistic view, and understanding that marketing has a large remit so you have to be prepared to wear different hats. You need to be open to keep improving and learn that you will never know everything.
Aaron – moving from Hollard to Metlife, it was a big culture shock and career step shock.
Jayne – moving agency to clientside was the biggest challenge – I had wanted to do this for some time and luckily had a contact that gave me a chance.
Sally – for me it was the lifestyle and work change when I had kids, I had 2 kids under 2 when I decided to go back to full-time work. I felt like I was in fog for a while, but the fog cleared and I came out the other side.

a) Who helped you/mentored you/ inspired you throughout your career journey AND how important is mentorship or having someone to give you guidance?

b) How did the mentoring come about, did you seek it out or was it provided to you?

Hayley – I look for a mentor in any place I work. You need to have someone you are comfortable to talk to and vent to. For me, it is about respect for that person, and they can be at any level not just someone in the position you want to be in.
Sally – I never lent into a formal mentor. I have what I call a ‘board of directors’ which are people I turn to for all different aspects of life/work. From business, balance etc. These are people I respect and value their opinions. The ‘mentors’ that are natural are the richest.

When hiring for your team what are the key characteristics and skills you look for in people?

Jayne – right culture fit and a balance for the skills I lack.
Aaron – I look for people that ground me, that can tell me when my idea is rubbish. They need hunger, humility, humour and wanting to grow.

You lead a team now, what do you do to drive a strong culture in your team?

Aaron – give them free range to do what they want and trust them.
Sally – incentivise the team, not individuals, and at CCA we have this from the top down, no one is incentivised as an individual. I also do an individual WIP – so it is SIP, DIP (Sally’s work in progress, Dave’s work in progress) etc. It is important to focus on them and how they are doing.
Jayne – challenge I face is offering a culture that can grow and progress. I give my team the opportunity to learn other skills by giving them projects outside of their job – so the Digital exec will work on a solely print project. This gives them new skills and keeps them interested.
Hayley – make sure you are listening to everyone, and lead by example.

Diversity is a very hot topic right now. Did you ever come up against any diversity issues, or were you aware of any within the businesses you worked in? What would be your advice to managing these scenarios?

Hayley – making sure everyone in the team is the right fit regardless of gender, race etc. Make sure they are comfortable being themselves.
Aaron – I look to Alan Joyce on diversity (CEO of Qantas), I went to a seminar where he was asked a question on this topic and his answer was ‘if a gay catholic Irishman can become CEO then anyone can'.
Sally –I believe to become diverse, you need to push the reset button and be bold.

Is a sideways move a good career move or are you better off staying in the same role for longer and waiting for an opportunity to open up?

Aaron – you have to think of the long game, you want your career to be a long one so if you need to take 2 steps back then do it if it will get you to your end goal. The money in the long term means nothing.
Sally – it’s the ‘company you keep’, the literal company – if it is a backwards or sidewards step, it is the company to focus on; is it the right cultural fit, can

you see the progression, have you got passion for it?

What advice would you give to the would-be head of marketers here today as they go on their own career journey?

Jayne - always say yes to everything and do it to the best of your ability.
Aaron – Bryce Courtney words from his book with Ian Kennedy, The Power of One to One ‘create don’t compete’ and ‘comply not confirm’ resonate with me. You need to be brave and stand out.
Hayley – know your strengths and develop your weaknesses and surround yourself with people that support and balance you.
Aaron – when speaking with those above you, don’t assume from others’ judgement on how to deal with a certain manager, what to say or not say – be yourself.

How important is Networking?

Jayne – ask yourself ‘if I lost my job tomorrow, how many people could I call to help me out’. You need to make the effort throughout your career to network and keep in touch. Make an effort when you come across good people.
Hayley – networking is not only good for progression but also helps you in your day to day job – marketing is about people.
Aaron – Bring back the long lunch!

The 5 Magic Signs Hiring Managers look for during an interview

Sat, 04 Feb 2017 04:11:52 GMT

This got me thinking about market perception - is there a negative connotation associated with redundancy?

Would a potential employer prefer to hire a candidate who is leaving on their own accord over a candidate who no longer had a valuable place in the company, and how do we overcome this bias?

Do potential employers see you as less valuable because your previous employer couldn’t afford to keep you on?

Ok I have been made redundant, now what?

Utilise your own network, reach out to people and make sure you have a glowing written reference(s) to accompany your CV when you are making direct approaches on Linkedin or via email.

Chin up! The best is yet to come!

If you’re looking for a new position and would like to have a confidential chat please get in touch via: brianna@iknowho.com.au / 02 8925 9207

Contract, the new probation – how to make that role a permanent move

Fri, 27 Jan 2017 10:45:11 GMT

Are you looking to take the next step in your career this year? Would love a permanent job, but find you’re struggling to find your next ideal role? You might want to consider a contract role, not only are contract roles great ways to pick up news skills in different environments but companies will often prefer to get someone in the role asap on a contract role, and later consider this role permanently.

Here are some of my tips to putting yourself in the best position to land that dream job on a full time permanent basis.

New mantra ‘I am a full-time employee’

Although you are working on a contract basis, you need to get into the mentality that you are already permanent and make sure you go above and beyond on every project you are given. If you can see some way to add value outside of your core duties, do it! Show them what they will be getting if you were to become a full-time employee.

Culture

Again, treat the contract role as if you are already a permanent employee, take an interest in those around you, help and support your team and get involved when possible with the wider company community. Culture is so important, and when taking references on an amazing employee I often find the referee states ‘they were liked by everyone’, ‘they fit in brilliantly’, or that ‘they really understood our company culture’. Make sure you get stuck in with social activities and keep a positive culture going.

Be honest

Don’t wait to be asked if you want to become a permanent employee – ask for it! Make sure you are clear with your recruiter, or hiring manager if directly applied, that you are looking to move from the contract role into a permanent role with them. When you have your monthly catch ups, or whenever they may be – make sure that you are gaining feedback, noting down what feedback you get, and improve on those things flagged. Ask your manager if there is anything else you should be doing to gain a permanent role.

With all the above tips, remember that you need to be a positive asset to them – don’t push too hard, you just want to make it clear and easy for them to bring you onboard permanently, not be a pain in their behind!

Good luck. If you’re wanting more advice on contract roles, or how to find your next dream job, please get in touch with me at beth@iknowho.com.au

Attracting & Retaining Talent – The Importance of Culture

Wed, 04 Jan 2017 10:46:37 GMT

As younger generations make their way into the market place, we notice changes in expectations – this isn’t new with the Millennial generation. Go back over the years and each major generational shift has had an impact on working environments. So, what is it that the newest generation of talent is looking for? How do you position yourself to ensure you are appealing to the right talent, the best talent? What part does cultural fit play in the interview process?

Firstly, there needs to be a positive mind set within the business that making changes to attract fresh talent is a good thing. We often hear from hiring managers and line managers things like “why are we pandering to Gen Y?” “Why are we changing the way we do things for them?” But it makes sense. Each new generation thinks a little differently and as we would hope, has learnt lessons from the generations before – even before they join the work force. Allow them to question the status quo – it’s great for growth!

Though warnings come with this too – if the existing culture doesn’t allow for challenging the status quo this introduction may cause more harm than good. So being aware of the existing team, their values and cultural expectations as well as those of the new generation of talent you wish to attract is incredibly important. During any cultural evolution ensure you are blending and managing the transition.

Here we explore some key ways to ensure your culture attracts new talent while supporting your existing talent;

Authenticity

To attract the best of the batch so to speak, you need to ensure you are appealing to their desires while remaining true to the business. Millennials are a generation that are more connected to their own authenticity, at an early stage, than any other. It is important to them that they can connect with the purpose of the business. Putting on a shiny front which doesn’t carry through to the day to day of the business will only result in turnover. Millennials aren’t afraid to move on if the role or the business does not stand up to their expectations, so ensure you manage these at interview stage.

Your authenticity must come through every touch point of the business – it is not genuine, misleading and risky to talk up a culture you believe a candidate is looking for, rather than being realistic.

Connection

Creating a connection between new employees and the business in the first 100 days is essential. This creates a feeling of belonging and deeper desire to make the venture work out. Developing a well-managed on-boarding program provides you with the opportunity to check in with new talent on a regular basis to ensure they are connecting with the business, its values and the team.

On-boarding is not simply about a desk full of paraphernalia, new gadgets and toys (which we are seeing a lot of on social media recently – though this is a good start!), it’s about how you can ensure that deep connection is built with the new team member. On-boarding starts from the time you decide the person is right for the business, from the way you make the offer of employment through the time before they start and should be well and truly solidified by the end of the 100th day.

Personal Development / Career Planning

These guys are keen to develop – quickly! That doesn’t mean they won’t put in the hard yards, it means they want to know what they need to do to get ahead. Be open minded about the way you manage them and their wants. Remember they grew up in a different world, where everything is available now. This has created an energy of being able to move things quickly.

Leadership is important to them, in both a managerial way as well as mentoring. Providing them with the tools to improve and grow will result in loyalty and skills development, adding more value to the business.

Communicating the review or feedback process, and committing to it is essential with millennials as it should be with all of your team. We believe in 100 day coaching, relaxed sessions with team members every 100 days to discuss their role, challenges and areas to focus on. Not only does this provide regular input into their development it also forges open relationships between managers and their teams.

Work Life Integration

According to the Intelligence Group as quoted by forbes.com 88% of millennials are looking for work-life integration, which differs from the previous expectation of work-life balance due to the way technology has blended our work and personal lives. Although true flexibility may be new to you and your organisation, it is often seen as the norm and ‘expected’ now, but not in an entitled way. Flexibility in working hours and the opportunity to develop through multiple channels rather than a standard one size fits all step development plan all play to the millennials expectations.

Make sure you are working with the team as a whole, building connections between new ways and old. By ensuring deep, genuine connections within your business you will develop a loyal and successful team, no matter their generation.

iknowho places a high priority on ensuring we understand your culture so we can screen applicants to ensure a successful match. Many large organisations are hiring on cultural fit rather than purely skills based. Skills can be trained, a cultural misfit can cause organisational damage which can take a long time to repair.

The AdNews Agency of the Year Awards will be recognising great talent in their awards for 2016 (entries close 18thJanuary 2017). Keep an eye out for the results and start thinking about how you can drive your culture to be recognised next year.

Beneficial Culture & People Development

Wed, 28 Dec 2016 04:24:18 GMT

Over 90% of candidates in the 2016 iknowho candidate survey listed a beneficial culture as the highest priority when looking for a new role. Second only to development and growth.

Organisational Culture indirectly affects long-term success within a business as well as the bottom line. So how do you know if your culture is good, great or indifferent? How do you know if your culture is what’s affecting business? How can you check in with your organisational culture? Basically, you need to check in with your people.

Regular checks of your organisational cultural health will assist in early problem detection and can assist you in taking action before the problem becomes endemic, with some serious side effects.

So what are the metrics to check on?

Transparency – How transparent are you with the broader team? Are you sharing organisational goals and what success means with more than the exec or leadership team?

By sharing your direction with your team, they are able to see how their contribution adds value to the businesses success, and thus feel valued themselves. Valued employees are happier, more productive and more effective.

Clarity – Has the business clearly defined its structure and direction? Is the structure clear yet fluid enough not to impede growth and opportunity? Does the team understand the purpose of the structure? A structure that can move with the business provides support rather than barriers.

Happiness – Happy employees want to work, they want to deliver results and they want to put in the additional effort to achieve for both themselves and the business. High productivity and fun social events that don’t feel like a chore this dimension of your culture is positive.

Addressing Issues – Is the culture solutions focused? Does the leadership team sit up when they hear about problems or issues in the business? Does everyone in the business feel comfortable raising issues? Are team members encouraged to bring suggestions or solutions to the table? A problem focus or head in the sand approach will result in negative energy within the business.

Carpe Diem – Lined to solutions focus, is the business ready to seize opportunities? Do the team spring into action when approached with something new to try? Are they willing to take on that little bit extra, to drive innovation, to be a leader rather than a follower? A team that is always looking ahead demonstrates a team that want to be actively involved.

Growth & Development – Does your business engage the employees with development plans and growth opportunities? Continual learning is essential for any high performing person – the ones you want in your business! Offer them opportunities to learn on the job, provide mentor and coaching opportunities and take an interest in their continued development.

Diversity – No culture is complete without diversity. The input of different points of view, derived from different experiences in life is essential for a business to be rounded. If everyone you employ is a carbon copy or a mini-me of the exec team the outputs will be one dimensional, and fantastic employees will become disenfranchised. Embrace and celebrate diversity and the benefits it will bring your business.

This is not an exhaustive list of the contributors to a great organisational culture but measuring the above is a great start. Give your business an objective score out of 10 for each of the above, survey your current employees and build a picture as to the temperature of the culture and how your people feel about the business. Create a benchmark, set goals to improve and measure again. Culture is never a set and forget! If you want to retain the best people in your business, work with them, work for them!

If you believe in your culture and your people, now is the perfect time to put it to the test. AdNews Agency of the Year awards announced the launch of its People & Culture Award for 2016, their 30th Anniversary Year. iknowho is proudly sponsoring this award in its foundation year. Entries are open until 18th January 2016. Click here to head to the AdNews Awards ENTRY KIT.

6 Interview Tips to Prepare for Success

Tue, 27 Dec 2016 09:28:56 GMT

Interviews can be daunting and you really need to prepare yourself properly to make a great impression. To make sure you really impress in an interview it takes more than just a quick read through your CV and 5-minute look at the company website. In short Proper Preparation Prevents Poor Performance! Below are my top 6 tips for interview success:

Prepare for the questions you may be asked . Firstly, really familiarise yourself with your CV, so you can speak fluently through this. Read through the job description fully, and check your experience off against the specification. Think of specific examples to provide from your experience, for all the duties/experience they are looking for – use the SOAR technique for this (Situation, Objective, Action, and Results). If you have not got something on their ‘check list’ do not just ignore this, think of an ‘objection handling’ response, as to why this should not be an issue, maybe it’s something you have had exposure to or something you have a passion for and you learn quickly etc.

Know your CV

Prepare examples of your achievements - SOAR

Identify gaps in your experience and acknowledge

Research your interviewer on the internet and read any blogs they may have written, their company website profile, check out their LinkedIn profile, research as much as you can. This will help you for a couple of reasons - you will feel familiar with them, which should hopefully tame some of your nerves and it will help to build a rapport quickly. You will know the voice they speak in and can tailor your approach, there may also be information you could use as an icebreaker or perhaps something common you can bring up. Also, research the backgrounds of the wider team and the Director/CEO. You never know who may step into the interview or who may be bought up.

Research the company in depth – who they are, what do they do, their story, recent news, their values and their current marketing (adverts, social media, website etc). This again has multiple benefits for you; it will help you decide if you really are interested in the opportunity and you will know if it aligns with your values and goals. You can also add value by possibly giving some insight into their current marketing, how you would manage or improve on this or any compliments you can give on what they are doing well (in your eyes).

Research your interviewer; calm your initial nerves, break down barriers

Research the company; show your knowledge in context, prove your interest, demonstrate your compatibility

Plan your journey and your outfit in advance. It’s critical you dress comfortably, yet professionally, don’t try to be something you’re not. Show your personality, but ensure it is in context and aligns with the company’s values. Do not plan to arrive right on time, and it goes without saying, don’t be late! Be 30 minutes early, that way you can grab a coffee nearby and go over your notes or take a moment to get yourself into the right frame of mind. Around 10 minutes before your scheduled interview is the right time to arrive.

Arrive with time to regroup and get your head straight

Don’t be too early, never be late

Wear something comfortable for you, yet professional

Practice makes perfect , or somewhere close to it. Practice your responses, ideally in front of a family member, partner, friend or even video yourself. Give them the likely questions you will be asked, not just the easy ones, but the ones you may also be dreading and answer as you would in your interview. It will help to highlight any areas you need to work on, as well as critiquing your body language or any habits you may have that you need to manage.

Consider the questions you are likely to be asked

Practice with someone

Ask for feedback, practice again

Put it on a post-it , is something I have always sworn by for my interview success. Prepare, research, plan and then the week prior to your interview write the key points you want to remember on post-it notes. Put them up on walls, your fridge, your mirror – anywhere you will see them regularly. If you lack a bit of confidence in interviews as well, this is ideal for you to consistently remind yourself that you can do it, you can write post-it’s with quotes, or confidence boosting phrases. As they say ‘confidence is the companion of success’. I would like to thank the British Mentalist Derren Brown for this trick – subliminal brain training.

Create reminders

Key phrases, information you want to use

Give yourself acknowledgement for preparing

Prevail! If you have spent time on the above, then you will be giving yourself the best shot at success, ‘Success always comes where preparation and opportunity meet’ – Bobby Unser.

If you aren’t the successful candidate, don’t stress or be down on yourself - Prevail

Review your interview, assess what you could change next time

Draw your learnings into your next interview. Remember doing the same thing will deliver the same results

If you need any further tips on how to prepare for an interview, do take a look at our other blogs or get in touch with your ikno who consultant. It’s all about getting in the know.

Insights from our Speaker Series event: Agency or Client Side; what’s your next career move?

Mon, 26 Dec 2016 06:40:25 GMT

We recently hosted the first event in our new iknowho Speaker Series, focusing on Agency vs Client Side. This is always a hot topic; how do you know if moving from an Agency role to a Client side Marketing role (or vice versa) is really the right thing for you?

We brought together a panel of fantastic industry experts, who have all transitioned in their careers one way or the other, and hosted a Q & A discussion.

The Panel | Boo Mitchell – CBA, Tim Rozea – The Conversion Group, Silvia Arrigoni – Society One and Jacob Baldock – Meat & Livestock Australia

Here are some key insights:

Q: Why did you want to move from agency to client side?
• Ownership and deep understanding of a single brand
• Add value & ownership
• For a change and a new challenge

Q Why did you want to move from client marketing to agency?
• Work in a more entrepreneurial & collaborative environment
• Work at a faster pace

Q: How do you decide if a move is right for you?
• Accept there is no right or wrong, just different, and be ready to embrace the differences
• Seek out a variety of mentors / advisors who really know you, your strengths and weaknesses
• Put your hand up for a secondment to trial out different ways of working

Q: What steps do you take
• Identify your own transferable skills; what do you enjoy, what are you good at, what skills are you missing
• Find something that you are passionate about, or really enjoy, as then you’ll put in more effort and have higher motivation to succeed
• If you have worked with amazing people that inspire you, follow them!

Q: How do you bridge a skills gap
• You don’t know what you don’t know….so in a new role you have to be a sponge and soak up as much information and experience as you possibly can early on. Be proactive when you’ve recognised a gap in your skills and take your own steps to fill that gap

Q: If you move from agency to client side, do you have more ‘control’?
• In some senses, yes you do, but don’t forget that you’re also a part of a team, working with a whole range of stakeholders across the business (product, sales, procurement, customer service, etc who have their own agendas
• You are more accountable, as you are the guardian of the brand….so perhaps ask yourself not ‘will I get more control’ but ‘can I handle more responsibility, can I be accountable for the end results’

Q: What were the biggest challenges you found after you made the move?
Moving agency to client
• Having to broaden your skill set quickly, for example working on new product development • Taking a jump up in level of responsibility
• More meetings, more process, more stakeholders
• The language; lots of acronyms, so get an acronym list if you can and study up!
• Cultural shift

Moving client side to agency
• Stability is more challenging in an agency, especially if they work on a project based model
• Cultural shift

Q: What tips would you give to people thinking about making a career change?
• Be true to yourself (who you are, how you work, what inspires you)
• Work out your priorities
• Treat yourself as a brand; you have strengths and weaknesses – benefits and features, so be true and work out what is right for you
• Try before you buy; look for contract opportunities to make the transition

And the best tip that stuck with me from the night is simple;

You can do it if you put your mind to it!

We’d like to again thank our fabulous panel:

Boo Mitchell – CBA
Tim Rozea – The Conversion Group
Silvia Arrigoni – Society One
Jacob Baldock – Meat & Livestock Australia

We’ll be holding out next Speaker Series event on 22 February, keep an eye out for the invite in the new year!

If you’re at a crossroads and need some advice on whether an agency or client side role is the best next move, get in touch with our consultants today.

The Power of the 2 minute rule

Mon, 26 Dec 2016 06:35:54 GMT

I read a fantastically insightful book recently called “Getting Things Done” by David Allen that transformed my approach to work and essentially getting things done both in my work life and personal life. Whether you work in recruitment, generalist HR or even in a marketing position I found the practical advice transformational and I don’t say that word lightly!

By far the most valuable component that can be implemented immediately is the power of the 2 minute rule. The definition of the 2 minute rule is that whenever something enters your world (typically an email), if it takes less than 2 minutes to do or less, you do it or action it immediately, because by the time you organise to put it somewhere else to do later and then retrieve it again it’s not worth the time or hassle. The best advice is to do it there and then in the moment, get it out of your mind and done!

Of course you don’t want to be an email answering machine but you can certainly cut through an awful lot of work by utilising the 2 minute rule and it relieves the stress of email anxiety and paralysis of an ever growing overflowing inbox. I have found that anywhere from 60% to 80% of stuff that comes into your world can fall into the parameters of the 2 minute rule; everything from clarifying and confirming something, FYI emails and general reference material that you just need to be aware of.

When something does enter your world you need to ask yourself this key question: Q. Is it actionable? There are 2 possible answers.

If No – you can either delete it or file the information away for future reference.

If Yes , you do it if it’s less than 2 minutes and if it’s over 2 minutes you defer it for another set time/date depending on it’s importance and priority. If it’s not something you can action or do, you can delegate it to someone else or finally file away for future reference.

The power of the 2 minute rule can be tailored and adjusted according to your priorities and busy-ness so the next time your inbox is overflowing use the power of the 2 minute rule to get things done and alleviate any email/analysis paralysis.

As with all efficiency driving techniques, the biggest factor is ensuring you find the technique that best suits your personality type as well as the type of work you do. If you are generally an easily distracted person you may find the 2 minute rule creates excuses not to focus and it should be something you use with great discretion! Try for yourself and see how you go. There is no right & wrong – it’s all about experimentation!

David Allen has a great TED talk, you can watch it here Getting Things Done: The Art of Stress-Free Productivity, with David Allen

The Impact of Teamwork on Workplace Culture

Fri, 16 Dec 2016 04:32:16 GMT

Effective teamwork is most evident on the sports field, you can actually see the poetry of well planned and executed teamwork when watching a Rugby game from the stands. When the team aren’t in sync, you can also see the gaps and where they are not connecting. So how does that translate to the effects on workplace culture?

The biggest impact teamwork has on businesses is happiness, companies with happy employees outperform the competition by 20% and are 12% more productive*. Stats every Exec Team would love to see on their reports. So how does teamwork make teams happy?

Teamwork
…enables creative and innovative ideas
When a team works together, with an open culture of collaboration you foster the best environment to breed creativity and innovation. Bouncing ideas amongst a team produces different points of view providing a broad spectrum of solutions. Team members can build on each others ideas and magic happens!

Teamwork

… creates a sense of loyalty, and boosts morale
When a team works together successfully it promotes positivity, and a feeling of inclusion which should, in turn, develop positive feelings about work, loyalty to the team and loyalty to the company. Positively affecting the overall company culture. A study from Indeed into what top talent is looking for found job seekers are 25% more likely to move for a better environment/culture. **

Teamwork
… creates a sense of ownership and responsibility
When each member has engaged with, provided valuable input and supported others in achieving a task or goal, there is a sense of joint accomplishment. Being part of a team that successfully delivered allows the individuals to share the feeling of success which drives feelings of ownership and collective responsibility.

Teamwork
…promotes efficient work and outcomes
Teamwork allows people to play to their strengths and not highlight their weaknesses. Let’s be honest, we can’t be great at everything, so when working in a team the work can be divided up so that everyone is doing what makes them shine, creating a more efficient and probably quicker outcome.

Teamwork
…progresses individual development
While teamwork allows opportunities to work to your strengths it is also great for personal development, not everyone thinks in the same way, allowing each person to experience differences providing fantastic learning opportunities.

Teamwork
… fosters diversity
Ensuring your teams and organisation employs a diverse group of people ensures you have diverse points of view, experiences and ideas for your problem solving. For true diversity, the business should encourage the employment people from different backgrounds, ethnicity, ages, genders, sexual orientation, ability levels and experience. It’s also important to mix up the project teams from within the business, across departments and seniority levels, as they can all provide fresh points of view on project solutions.

Teamwork
… supports healthy risk taking
When working in a team, members encourage each other and provide a greater sense of risk taking. Working solo, employees are less likely to put their name on a project where the potential failure can be totally on their shoulders. So as long as you have measures in place and your project team is supported with risk mitigation training, you are likely to get more ‘out of the box’ ideas.

Teamwork is a positive on every level – organisational, individual and results! It makes sense to foster a team culture throughout your business.

* snacknation.com “State of the Office Manager Report”
** Transformational Talent: Portrait of the High-Potential Workforce, Mark Reilly, Indeed

iknowho announce sponsorship of AdNews People & Culture Award

Mon, 28 Nov 2016 04:15:55 GMT

I’m extremely pleased to announce our sponsorship of the People & Culture Award at this years AdNews Agency of the Year awards. As the founding partner, we’re particularly proud to see an individual award to recognise the most employee-focused marketing businesses in Australia.

"Over 82% of candidates list culture as an important factor when selecting a new place to work."

Working closely with marketing talent, we hear firsthand which companies are focusing on their People & Culture. Supporting this award allows us to recognise Agencies, Marketing Teams, Media and Tech businesses within the Marketing Communications Industry who are raising the bar.

Over 82% of candidates list culture as an important factor when selecting a new place to work, ahead of career development and the brands they will work on, according to over 500 respondents to the iknowho candidate survey.

The AdNews Agency of the year Awards are now open and entries close 18th January 2016. Click here for the Entry Kit .

The People & Culture Award will be judged on evidence that demonstrates;

Initiatives to encourage and promote good culture

Initiatives that recognise staff and individual contributions to the business and culture

Motivation & loyalty from staff

Recruitment strategies & staff retention rates across the eligible period

Diversity initiatives including women in senior leadership roles

Make sure you get your entry in before the deadline, 18th January 2017

Check out the AdNews Annual Edition out on 5th December 2016 for our Top Tips to help you compose your entry.

We are proud to work with some of the most respected marketing businesses and look forward to celebrating with you at the AdNews Agency of the Year Awards 30th Anniversary.

Capture them with content, how to make sure you attract top talent to your business

Sun, 27 Nov 2016 09:20:32 GMT

At iknowho we know that attracting top talent all comes down to the content we produce to communicate the opportunity. Whether this is in the initial job ad, the way in which we talk to the candidate about the opportunity or detail we extract when taking the brief from our clients, communication is key. Identifying the mission and core values of the company, what kind of lifestyle/career path the company offers and then succinctly communicating this information across multiple channels results in attracting top talent.

90% of employed adults hired within the past year took action to find a job 6 months before being hired.* That’s a six-month period in which top talent could become interested & engaged with your company. However, to do so, they have to be given the opportunity!

In a world in which there are hundreds of thousands of jobs posted daily, how do you cut through the noise and attract the top talent that suits your business?

By introducing your company and the benefits of the role, the first time you connect with potential candidates you allow them to identify if your company is culturally right whilst also provoking interest in the unique benefits of working for your brand. Top talent wants to be empowered to make their own choices, they know their skill sets, are confident in their abilities so are more interested in unearthing why they should make the switch and what they will gain.

Delivering content that will resonate with the end user is incredibly important. Not only for the job ad but to also to drive brand awareness. With the best possible content at both the macrolevel (your employer brand) and microlevel (a specific job you need to fill), you can maximise the ROI of inbound channels—driving qualified candidates to your company while still engaging outbound candidates.

Lori Russo

Head of Global Talent Acquisition and Employer Brand

Trip Advisor.

The more information you offer about the identity of your company through online content, blogs, social media presence, job ads and the careers section of your website, the more talent will associate with your brand on a personal level.

Considerations are:

Do you have a strong Employee Value Proposition (EVP) to communicate?

Tone, are you using the right terminology? If your brand was a person how would it speak?

Consistency, is your brand identity present in all channels of communication?

Location, is the content for your brand in the right place and being associated with the right places, people, products?

An example of a company that does this incredibly well is Airbnb. Their careers site titled “Life” talks about just that, why life is great at Airbnb and inspires talent to identify with their core values and mission statement. Check it out at: https://www.airbnb.com.au/careers

To chat more about how to attract top talent and get in the know. Contact iknowho.com.au for a confidential chat with a talent specialist.

* Indeed/Indeed Explore