Insights into Recruitment Agencies – October 2019

20191021_113247

Did you know that between 2017-18, there were 15,535 new arrivals in the Geelong region, including on the Surf Coast and Bellarine Peninsula? That’s an awful lot more people competing for job vacancies in the region. So if you’re finding job seeking a little bit harder than expected, you’re not alone. Today we heard from three recruitment agencies who all confirmed that it is very much am employers market. They also gave us some fantastic insights into how to manage your relationship with recruitment agencies to get the best results.

On the panel today we were joined by;

Claire Borwick – Hays Geelong https://www.hays.com.au

Hays are a specialist recruitment firm based on Pakington St. They have 12 consultants who operate across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments. The majority of opportunities are in the Accountancy & Finance, Procurement, Information Technology and Office Support sectors.

Sarah Lowe-Fernando – Randstad Geelong https://www.randstad.com.au

12 months young in the Geelong market, Randstad have a specialist Government recruitment sector which has multiple job opportunities in Geelong and are actively recruiting for roles in Administration, Business Support, Customer Service, Claims Support, Projects, Recruitment and Risk.

Ebony Raby – SJ Personnel https://sjpersonnel.com.au

A local Geelong company specialising in providing recruitment support in the Geelong region across any permanent or temporary roles from entry level to executive.  SJ Personnel focus on recruiting any and all roles that their client may require.

All three agencies advertise their vacancies on Seek and LinkedIn as well on their own websites. Applications through Seek are preferred, however directly emailing your application to the Consultant is a great way to jump the queue and get your resume seen. It could also open the door for you to be considered for other opportunities which might not have been advertised yet. Recruiters are able to access data from both Seek and LinkedIn about your job-seeking activity and can see how serious you are about looking for a new job based on how active you have been on each site. That being said, many successful candidates aren’t the ones who are actively looking for a job, they are the comfortable but curious, so even if you love your job now, it’s not a bad thing to keep your profiles current.

However you’re probably not reading this blog if you are comfortable but curious, you’re most likely actively looking for work. So, in an employer’s market where recruiters may see over 200 resumes a day, how do you make your resume stand out? Well you might have already heard most of these from a Skills and Jobs Centre Adviser, but…

  • Arial size 10 is the preferred font
  • There is no need for a cover letter, pictures, borders or fancy script
  • Check with the recruiter about whether to send a Word document or a PDF file
  • Use bullet points
  • Have a career summary / professional overview at the top of your resume, followed by transferrable skills, education and computer skills, then your most recent job
  • Don’t limit your employment history to job title and years of service, be specific about your skills

Ebony was able to show us how a computer program they use, is able to eliminate applicants based on key word matching candidates resumes with the job description. As an example, a Sales Consultant role had received 33 applications, however by searching which resumes used the words “retail sales”, 10 applications were removed from consideration in less than 10 seconds!  All of the recruiters have a candidate database, which is their first point of call when filling a role. The database will use keywords from candidate’s resumes to create a talent pool for recruiters to contact. To make sure you are included in that talent pool. when applying for a role, print off a copy of the job advertisement and a copy of your resume, highlight the key criteria and match the exact words from the job advertisement to your resume.

Another key point to keep in mind when dealing with recruitment agencies is to do your best to remove any reasons for rejection. All recruiters are time poor and they need to fill that job today. Don’t give them any reason to put you in the too hard basket!

  • List your referees – don’t make a recruiter chase you for details
  • Take the interview time you are offered – don’t make a recruiter try to find another time with two senior managers just to interview you
  • Fill in the gaps on your resume – been off work raising a family? Put that in your resume. Worked a number of short-term jobs? Put that you’ve done short-term contract work in your resume. Only worked for one company? Highlight any internal promotions.
  • If you are applying for a job that requires a Police Check or Working With Children’s check – get them organised now
  • If you don’t work close to the job opportunity, but are willing to travel – leave your address off your resume

The recruiters were all keen to stress that as soon as you engage with them, it’s an interview. Whether that be over the phone or in their office, how you present is being observed and may be passed along to an employer or recorded on your file notes. So…

  • if you can’t take a phone call, offer to call them back,
  • if you don’t know where the office is for an interview, drive past it the day before,
  • if you can’t remember which job they are talking about, do not say that out loud!

Finally, a little word about LinkedIn. First things first, get yourself along to our monthly workshop! But in the meantime;

  • Make sure that your profile is All Star (which means filling in every section!)
  • Select “Open to Job Opportunities” in your career profile if you are looking for work (you can select that only recruiters see that information, not your current boss!)
  • Keep your profile current and the content in line with your resume
  • Follow companies that you want to work for
  • Connect with the HR team at those companies
  • Don’t forget to include you LinkedIn profile on your resumeRA IIMany thanks to our panel for being so generous with their time. They all encouraged candidate to have an active relationship with their Recruitment Consultant and to keep in touch about opportunities. At the end of the day, Recruitment Agencies are working really hard for their clients / employers, to find the best candidates possible and it was great to receive some current tips and tricks to help put our best foot forward.Need help with your resume, LinkedIn profile or interview skills. Come along to our free monthly series of workshops at the Skills and Jobs Centre, Westfield or book a one-on-one appointment with a Careers Counsellor by calling 5225 0700.

Insights into Volunteering – good for you, good for your career.

In recognition of National Volunteer Week in May the Skills and Jobs Centre held an ‘Insights into Volunteering’ industry panel where participants heard from 3 local organisations in the volunteering sector – Volunteering Geelong, Diversitat and Karingal/St. Laurence. They discussed their organisations, types of volunteering, what they look for in a volunteer and the process to become one. Here is a brief rundown of the key points mentioned during the session.

Volunteering Geelong

Volunteering Geelong is the peak body for volunteering in the Geelong region covering City of Greater Geelong, Golden Plains, Surf Coast and the Colac Otway Shires with over 400 organisations registered with them. They have successfully matched over 5,000 volunteers to relevant organisations, as Jason Doherty the Acting Manager light-heartedly called it, “Volunteer Dating”. They will assist a potential volunteer by matching them with a suitable organisation that would benefit from the volunteers time, skills, abilities or interests and provide them both with all the information and support needed during their volunteering commitment.  Right now is a great time to get in contact with Volunteering Geelong with over 450 current vacancies for volunteers listed on their website.

People can volunteer their time anywhere from:

  • Arts/Culture/Heritage
  • Children & Youth
  • Disability Services
  • Education
  • Emergency Services
  • Environment/Conservation
  • Ethnic Community
  • Health
  • Human Rights
  • Recreation
  • Seniors/Aged Care
  • Projects
  • Events

In 2012 Volunteering Geelong also introduced ‘Bite-Size Volunteering’, a program designed for people who are unable to commit to regular volunteering. ‘Bite-Size Volunteering’ offers flexible or project based volunteering where you work on a short term project at times and days that suit you and the organisation.

As long as you meet the minimum age requirement of 15 and pass required Police checks then there is no limit what you can do and how old you can be as a volunteer, depending on the need. You can even volunteer to help volunteers!

Diversitat

Diversitat is a not-for-profit organisation and charity also known as Geelong Ethnic Communities Council and they offer services in refugee/migrant settlement, community development, youth services, aged support, training as well as various arts and events. Diversitat also manage The Pulse radio, Wholefoods café, The Oppe Shoppe, Diversitat Training and run events such as The Pako Festa.

According to Monica Baulch from Diversitat, they currently have 600 volunteers registered with them and approximately 1600 clients but there is always a need for more volunteers and there are many ways in which you can help. Often a volunteer is needed to provide a link to the community for refugees and migrants with programs such as the Orientation Program where volunteers assist with basic skills like using public transport or their ‘Homework Club’ where volunteers help children with their school readers. A volunteer can also assist with home tutoring, the 12 week ‘Driver Practice Program’, the ‘Housing Support Program’ or even with netball, soccer, yoga and other sports.

Monica stated the process for becoming a volunteer with Diversitat takes between 6 to 8 weeks and includes a satisfactory police check, an interview, reference checks and cultural awareness training. To be successful a volunteer will need to be passionate about making a difference, be able to share their personal skills and ways they can help, be empathetic, have no prejudices and be able to build relationships through a 12 month commitment.

Diversitat will see the arrival of 200 – 300 new refugee clients in the upcoming months so if you think this could be a perfect fit for you then I highly recommend you give them a call or attend their next information session in July.

(KSL) Karingal / St. Laurence

Karingal and St. Laurence have recently merged after being 2 separate entities to become KSL, a not-for-profit organisation which provides many support services in disability, aged care, mental health and related services and training.  They are located through-out Victoria, Queensland and South Australia providing support for people to engage in the community.

Maddie Kirwan from KSL stated that some of the important ways that you can volunteer with them is with their “buddy system” which involves spending time with their clients via shared interests. This could include simply going to the park or the movies or the art gallery or just any activity you both enjoy, KSL also accept volunteers in their ‘Do Care’ Program in their Aged Care section where people are asked to volunteer on a monthly basis. To be successful in becoming a volunteer for KSL you must possess a passion for assisting clients achieve their individual goals, must show empathy, reliability, understanding, care and be flexible to client needs. Volunteers are expected to commit at least 2 hours per week for a 12 month period to provide consistency in building relationships with their clients.

KSL’s process for becoming one of their volunteers is through making an enquiry, an interview and then subsequent application where you will be required to undergo a ‘Police Check’ and obtain a ‘Working With Children Check’. KSL will provide various training elements and ongoing support to all their volunteers to ensure the best quality support possible.

Why should you volunteer?

The benefits of volunteering can be endless in not only the satisfaction of helping others in need, improving your own mental and physical health but also in developing avenues to employment. Studies show some of these benefits include;

  • gaining new skills and knowledge
  • possible pathways to employment
  • networking and building relationships
  • providing career/work experience
  • enjoying a sense of achievement and fulfilment
  • personal development and improving self-confidence
  • enhancing social skills and work skills
  • enjoying better physical and mental health
  • connecting to and better understanding your community
  • bringing meaning and purpose to your life

If you feel like you would like to get involved as a volunteer or believe you have something to offer, then I encourage you to get in contact with any of these organisations or speak with the friendly staff at The Skills and Jobs Centre who can guide you in the right direction.

Quote – “The best way to not feel hopeless is to get up and do something. Don’t wait for good things to happen to you. If you go out and make some good things happen, you will fill the world with hope, you will fill yourself with hope.”  Barack Obama

Contacts:

Volunteering Geelong

(03) 5221 1377

http://www.volunteeringgeelong.org.au/home/

Diversitat

(03) 5221 6044

http://diversitat.org.au/contact/

Karingal/St. Laurence

(03) 5249 8900

http://www.karingal.org.au/

What does a career in Logistics and Warehousing look like?

The Skills and Jobs Centre recently hosted an employer panel for those who may be interested in working in logistics and warehousing.  The panel provided an overview of their respective organisations and provided insights into the industry, current opportunities, skills and qualifications required and some handy tips about the recruitment process.

The panel members included:

  • Arthur Hodgson – (Manager – Distribution) Cotton On Group
  • Craig Cochrane – (Operations Manager) Grain Corp

Arthur began his career at Cotton On Group ten years ago as a Manager for Logistics and Warehousing, and has witnessed the company grow from a staff of 50 to over 19,000 world-wide.  Arthur could see Cotton On was growing quickly and managed the Body brand in distribution.  He has always had a good relationship with his staff and has seen the warehouse move from North Geelong to Lara, overseeing the warehouse move to Avalon in the near future.

Arthur has recruited 200+ staff during the past ten years in Distribution from a number of organisations/partners and backgrounds including Northern Futures and post Ford employees.

Online shopping has seen a great deal of growth and now Cotton On dispatch up to 200,000 units each day and in December during the peak Christmas sales Cotton On can dispatch 2.5-3 million units.

Cotton On Group in a snapshot

Job opportunities

  • 80% full time and 20% casual (with opportunities to move into full time work).
  • Recruitment in October for the Christmas period is high.  A third of business for Cotton On is done in December.

Types of roles available in Distribution Centres

The Distribution Centres, located across the globe, offer roles ranging from retail support officers, productivity team leaders, pickers, supervisors and dispatch team leaders to inventory team leaders and casuals.  Meet some of the people at Cotton On.

Work environment and physical requirements

  • Temperature ranges from hot in summer to cold in winter.  (Heat policy applies)
  • Dusty conditions.
  • Pickers can walk up to 12 km per day.
  • Hours are generally 6 am – 2 pm.

Qualifications and aptitude

  • Relevant qualifications/certificates (training available and provided for the right people).
  • Good work ethic.

How to apply

  • Live jobs are on the Cotton On website.
  • Expressions of Interest – Upload your resume and ensure you continue to demonstrate you are looking for an opportunity or drop resume off and introduce yourself (Tip – be persistent and professional in your approach).

Further advice and information

  • If you can learn and are prepared to work hard, Cotton On will provide training and support is available for the right people who show initiative.
  • Business is run on KPI’s.  Every employee should hit their KPI.
  • Flexibility is available to move around the organisation.
  • Cotton On pays 5% above award.
  • Negotiated rostered day off.

Tips and Tricks – Application

  • Keep resume basic, tailored and highlight relevant skills.
  • Include all relevant licences – Fork Lift Licence, Heavy Rigid Licence.

Interviews

  • Cotton On often conduct Group Interviews.
  • Be your genuine self, team player, presentation is important.

For more information and opportunities, visit Cotton On Careers.

Craig is a Dairy Farmer from the Bega Valley.  At 28, Craig had a life change and received a call from GrainCorp and was offered a role in operations.  Sixteen years later, Craig has worked up from Supervisor to Manager and currently works as the Operation Manager across Victoria.  During this time GrainCorp have supported Craig and put him through University.

GrainCorp is a leading international agribusiness and food-ingredients processor, with a diverse range of operations that span four continents and supply customers in over 30 countries. The offering of grain storage, handling, marketing and malt & oil-seeds processing operations help their valued customers meet the demands of a rapidly growing global population.

At GrainCorp, people are the heart of everything they do. They are committed to enhancing the high performing team by developing a skilled workforce and encouraging diversity of both people and thinking. ‘It’s great for you, and it’s great for our customers’.

GrainCorp Vision and Values

Storage and Logistics

As a leading Australian agribusiness, GrainCorp has a diverse range of grain storage, handling, marketing and processing operations.  Through the integrated supply chain they market grain to local and global markets, and are a large buyer of grain for malt, edible oils and flour processing business.

Geelong operation

  • 120 people employed (highly casualised due to the nature of seasonal work, need and availability is dictated by rain).
  • Casual employees can continue to work on casual basis for 3-4 years.
  • Lots of overtime available during busy periods.

Culture

  • Team based and family orientated
  • Self-regulated
  • Right attitude, taking responsibility for actions
  • Good work ethic
  • Awareness of safety

Employment Opportunities and types of roles

There are opportunities for those with a good work ethic in Logistics and Supply Chain.

  • Bulk Grain, Drum Malt, Wood Chips
  • Broom and Shovel
  • Machine and Front End Loaders
  • Technical and lab roles available (training can be provided)

Diversity
GrainCorp encourage those from different backgrounds to apply.

Working Environment
Hot environment (regular breaks and water intake encouraged).

Recruitment Drive
The next recruitment drive in Geelong will be in October ready for the November/December harvest.

  • GrainCorp Careers page
  • Geelong Advertiser
  • Seek
  • Word of Mouth
  • In person – encourage those genuinely seeking an opportunity to drop in to Reception/Front desk to introduce themselves and hand in a general cover letter/resume.

Tips for applications

  • Cover letter (required)
  • Resume (short, succinct and relevant)
  • Demonstrate teamwork, ability to engage and good communication skills

Visit GrainCorp Careers page for more information about current and upcoming opportunities.

If you are interested in a career in Warehousing & Logistics, make an appointment with one of the advisors at the Skills & Jobs Centre for further information.

How Geelong’s Manufacturing Opportunities are changing. What’s next?

It is often hard to accept change. However Geelong has thrived on change.

  • In the early 1840’s, Geelong focused on growing world class wool in the Western District and around Geelong, exporting through a busy port and manufacturing at the woolen mills.
  • From 1925, Geelong was the centre of Ford’s manufacturing facilities followed by Alcoa and Shell.
  • From WW1 until now, industries in Geelong have boomed, plateaued, slowed and collapsed. Many jobs have been lost, for example, at International Harvester and recently, at Ford. Other events such as the collapse of the Pyramid Building Society in the 1990′s, hit the Geelong region hard.
  • Each time, Geelong has set about re-forming. Thousands of new jobs have been created in health, education, the service industry, retail, business, hospitality and tourism.

Now manufacturing is re-focusing in new areas and in new ways.

Recently, Lili Ruiz from Carbon Revolution, Carl de Koning from Quickstep and Jenny Perks from the Geelong Manufacturing Council, spoke on one area of new manufacturing opportunities, to participants at the Skills & Jobs Centre.

Carbon Revolution has grown from 40 employees to 110 employees and are now globally focused on supplying specialist parts to the Auto and Aerospace industries. They:

  • Developed a light, one piece, carbon fibre wheel, which has led to improved fuel efficiency.
  • Employ teams of engineers, industrialists and scientists, particularly materials specialists.
  • Have roles in Geelong and a small number in the UK, Germany and USA.
  • Offer roles in production for process operators, leading hands, product developers, engineers, composite technicians, fitters and turners as well as roles in accounts, finance and sales.
  • Will need more staff and technical support from trades such as electricians and composite technicians, warehousing, OH&S and environmental workers.

Who and what are they looking for?

  • Ex-Ford workers who are familiar with processes and manufacturing environments could be employable, however they will also benefit from completing a course such as ‘Use of Carbon Fibre in Composite Materials’ (a 7 week course @ The Gordon).
  • Personal skills such as Initiative, Innovation, Progressive, Enthusiasm, Conscientiousness and a Strong Work Ethic.
  • A focus on producing quality products and high standards of safety.
  • The right people (which means they suit the company and know about THAT company).

Quickstep is a publicly listed Small to Medium employer, focused on Aerospace manufacturing of parts for wings, tails and complex assemblages. They are trying to achieve lightweight, better performing parts and reduce costs in areas such as portable x-ray machines and aircraft & vehicles parts. They:

  • Developed a process of making parts with significantly reduced manufacturing curing/cooking time.
  • Use composite fabrics (resin and fibre, or concrete and fibreglass) which are placed into moulds and then heated.
  • Employ 25 people and are about 18 months behind Carbon Revolution.
  • Need technicians, process engineers, industrial engineers (particularly automotive), trades and production operators, particularly those with skills in composite materials.
  • Regard it as essential for people to have a blend of technical and operational skills.
  • Need people with a blend of skills, such as experience in the textile or automotive industry or an understanding of resin composites.
  • Expect there will be future opportunities for growth.

Who are they looking for?

  • People who are flexible. The process will not involve working at one work station however similar skills will be required.
  • Completing the ‘Use of Carbon Fibre in Composite Manufacturing’ training package would be relevant.
  • Currently Geelong is the region where production is taking place but in the future if there is a large order for parts in China they will re-direct equipment and processes to that location.
  • He noted that the growth of other manufacturing processes, such as food and wine are focused on local markets.
  • The future for jobs is increasingly technical, with increased automation, and requiring a breadth of skills such as a combination of mechanical, electrical, engineering and computer science.
  • People who are interested in the right solutions designed to fit customers.
  • The company is focused on ingenuity rather than high volume production

How to prepare for applications:

Carbon Revolution:

  • Focus on Selection Criteria: skills need to be clear, as does the reason why you want to work with them, and previous skills gained in manufacturing.
  • A relevant course would be an advantage.

Quickstep:

  • Persistence, follow up email, addressing skills required, demonstrate that you know the company are innovative and motivated.

Geelong Manufacturing Council:

  • Stressed that new areas will be important to the future growth of businesses in Geelong.
  • Emphasised networking, promotion, awareness and understanding of new opportunities at a national and international level, will be crucial for a healthy future.

If you are interested in finding out more about manufacturing in Geelong, book a free appointment with one of the Skills & Jobs Centre advisors. 

How I got my first job in Australia.

‘After recently arriving in Australia with my husband and spending six months in Canberra, we moved to Geelong in October 2016.  My professional background is in Sales and I worked in a marketing role for three years in Mumbai, where I also completed a Master’s degree.

I came across the Skills and Jobs Centre (SaJC) when I was shopping at Westfield late last year. I was curious and I wanted to find out what the Skills and Jobs Centre did.  I approached the reception and chatted to Lucinda about my situation.  I explained I was new to the country and needed assistance to understand the job market and how to get a job.  Lucinda made an appointment for me to see her to discuss what types of employment opportunities were in Geelong, the types of industries and what employers are looking for in regards to qualifications, experience, skills and soft skills.  We also discussed job search strategies and Lucinda provided information and tips about how to market myself and develop a good resume and cover letter.  Lucinda also provided lots of resources including job websites, tools and information to assist me in developing job search skills.

I started looking for a job with my updated resume and I was invited to my first group interview.  I made another appointment and we practiced possible group interview questions and things to practice – tips and advice on what to expect at a group interview.  I wasn’t successful in this instance, but in the meantime I secured a job at a jewellery store as a casual sales consultant in November.  After gaining some initial advice, my strategy was to work casually while looking for more relevant opportunities with my marketing background.

I continued looking for opportunities, and in February I applied for a role with K-Rock as Sales Coordinator.  I applied and was invited to an interview.  I was successful and offered the job.  I was very happy.  I couldn’t wait to tell Lucinda and she stayed in touch to ensure I was settling in well.  I started work at K Rock and have been very well supported and trained in my role.  It is a very friendly team and a very positive and supportive environment to work in.  I really enjoy my job and I feel part of the team.  I am looking forward to growing and succeeding in this role and looking towards future opportunities.  I am a member of the K Rock Social Club and we enjoy lunch, dinner or a movie each month.

My experience with the SaJC provided me with confidence and I was given lots of support from Lucinda, such as learning important things about Australian culture and what to expect in a workplace.  I wasn’t sure how I would settle in but Lucinda provided lots of support and reassurance during my job search and transition into a job.  Now that I have a job, I feel part of the Geelong community, I am making friends and enjoying weekends with my husband.

My advice to anybody who is looking for their first job in Australia is to try and find a suitable opportunity and take it, even if it’s not the ideal role.  While doing this, continue to look for the job in the industry that you would really like to work for.  If you are feeling lost, try and find someone to talk to about how to find work, culture or support.  I would recommend coming to the Skills and Jobs Centre for support and to learn about new skills to apply for jobs.  Try and maintain a positive attitude and be open to learning and understanding the new ways in Australia.  Talk to as many people as you can and network so that you can learn about Geelong and the job market.’

My tip: “Think good, do good and speak good” – Lubna

Careers in Community Services!

Recently, the Skills & Jobs Centre hosted an Industry Q&A on the Community Service Sector in Geelong.

Panel members included:

  • Tara Lodge – HR, Barwon Child, Youth & Family
  • Toni Gauntlett – Manager, Family & Community Services, Barwon Child, Youth & Family
  • Christine Brooks – Networker, Barwon Network of Neighbourhood Houses
  • Cathy Walker – Community Development, City of Greater Geelong

EMPLOYER SNAPSHOT: BARWON CHILD, YOUTH & FAMILY

  • 315 employees in Geelong and Colac
  • Only 15% of workers are male
  • Merged to include a breadth of platforms to deliver services to families
  • Focus on prevention and early intervention
  • Early education, including at home care, foster care and residential
  • Youth space includes justice and homelessness
  • Headspace came on board last year
  • Lots of different opportunities
  • Roles are based on funding, so don’t be put off by contract positions.
  • Family friendly employer, including the following options, which can be discussed at interview:
    • Job Share
    • ADO’s
    • Purchased Leave
    • Negotiable start & end times/hours worked
    • School Hours
    • Time in Lieu options
  • Professional development & training calendar with lots of opportunities. Study leave is offered to continue study and upskill.

Key Attributes

  • Teamwork – supporting each other.
  • Emotional Intelligence – working with people to empower them, not doing but helping, working through it with them.

Job Opportunities

  • From Childcare to Mental Health Nurses, Support Workers
  • Bus Driver vacancy currently advertised
  • Offers student placements
  • Volunteering – Coordinator will match with areas in need.
    • Home tutoring
    • Supporting refugees
    • Foster Care Program
    • Volunteers to offer mentoring to help with homework or to take on outings e.g. fishing.
    • Contact Janet Mannix, the Volunteering Coordinator
  • Alcohol & Other Drugs
    • Headspace
    • Youth Program in AOD
    • AOD Unit – Specialist Services
  • Casual Jobs – advertised the same as ongoing positions and often based on funding.

How to apply

  • All vacancies are advertised on the website.
  • Also advertise on Facebook, LinkedIn, SEEK, Ethical Jobs and Deakin Jobshop.
  • Email your resume.
  • Must address Key Selection Criteria and it needs to be relevant to the Position Description.
  • Outline what you can bring to the role.
  • Need to have volunteer experience if you have no experience.
  • Spell check and proof read.
  • Can only apply online.
  • Read the instructions.
  • For Youth Services, need a Cert III or IV in Youth Services.
  • For Childcare, a Cert III in Children’s Services.
  • Looking for the right candidate, rather than hours you can commit, so contact them as they may be flexible.

Helpful Tips

  • Volunteer if you have something to offer.
  • Think about your life experience and how that might help someone else.
  • Can’t teach you to be a good person, so present your personality in all stages of recruitment (telephone call, interview etc.)
  • Looking at the person, rather than the qualification.

EMPLOYER SNAPSHOT: NEIGHBOURHOOD HOUSES

  • 27 Neighbourhood Houses in the Barwon Region
  • All Neighbourhood Houses are very different, as they respond to the needs of the community, ‘If you’ve been to 1 Neighbourhood House, you’ve been to 1 Neighbourhood house!’
  • For example, Queenscliff offers specific Arts programs.
  • Neighbourhood Houses are a central place to go for whatever you are interested in.
  • Offers a central location to search all of the neighbourhood houses.
  • All Centres run youth programs.

Key Attributes

  • Flexibility
  • Responsive to needs
  • Open
  • Approachable
  • Welcoming & Inclusive
  • Adaptable
  • Professionalism
  • Personality

Job Opportunities

  • Co-ordinators to run the houses – 3 or 4 houses will be advertising for Coordinators in the next few months.
  • Tutors run classes in a range of areas, including:
    • Technology, iPads
    • Cert III, IV & Diploma courses
  • Volunteer opportunities – members are encouraged to volunteer and also become tutors. If you have an interest or skill, go to a Neighbourhood House to offer your skills. Also advertised through Volunteering Geelong and Give Where You Live.
  • Childcare – both volunteer and paid positions. The Lorne Neighbourhood House is currently advertising for a Childcare Assistant.
  • Gardeners – volunteer or paid positions.
  • Reception/Administration.
  • Wide variety of opportunities – make contact with your local Neighbourhood House to find out about opportunities.
  • Help with resume writing, interview skills and gaining employment.
  • Youth Programs – always looking for volunteers.

How to apply

  • Need to address Key Selection Criteria (won’t interview if not addressed).
  • Advertise in the Geelong Advertiser, Colac Herald and local papers (e.g. Echo & Surf Coast Times).
  • Advertise on Ethical Jobs and sometimes on SEEK.
  • Ads will also go out through the Neighbourhood House network.
  • Posted on Social Media, including Facebook.

Key Tips

  • Personality is more important than qualifications.
  • No matter what your experience, think about what skills you learnt in that experience. For example, if you worked at KFC, think about the skills and qualities – customer service, team work etc.

EMPLOYER SNAPSHOT: CITY OF GREATER GEELONG

  • 2nd biggest employer in the Geelong region
  • Employs 2,500 people
  • Community Development area includes:
    • Case Management.
    • Supporting communities in need with a focus on Whittington, Corio, Norlane and Grovedale.
    • Developing Drug & Alcohol and Gambling Policy.
    • Promoting Diversity in the Community.
    • Police Based Team – works on the principle that there is nothing wrong with people, but that the system has gaps.
    • Working with services, like neighbourhood houses, on social enterprise and training.
    • Digital Inclusion Project in 3219 postcode – looking at the issue of low socio-economic areas having less digital inclusion, was previously externally funded but has now been funded by local council.
    • Understanding local and national policy and how that impacts on people.
    • Advocating to get change.
  • Flexible employer, including options for:
    • Weekend work – festivals, events etc.
    • Working from home
    • Co-working spaces
    • Communicating in a variety of forms

Key Attributes

  • Non-judgmental
  • It is your whole life, not just your 9 to 5
  • Passionate
  • Fresh perspective
  • Commitment to social justice

Job Opportunities

  • Volunteering
    • L2P
    • YouthCan
  • Student Placements
  • Employs students and casual workers
  • Youth Work
  • Roads, Rates and Rubbish
  • Casual opportunities in the youth area
  • Traineeships

How to apply

  • Advertised on Social Media & Online.
  • Advertised in CAOS – weekly newsletter in Norlane/Corio that reaches 500 people.
  • Advertised online on SEEK, Ethical Jobs and Info Exchange Jobseeker website.
  • Need to have a Working with Children Check and Police Check
  • Looking for who you are and that you have an understanding of what’s required.
  • The contact name is always listed, so make contact with them, and ask 3 relevant questions, so they can look out for your name.

Helpful Tips

  • Networks are fundamental.
  • Work to build your reputation.
  • Subscribe to council newsletters from the website.
  • Don’t necessarily have to have the qualifications. Apply anyway if you have the skills and make the phone call to clarify with the hiring manager.

Industry Tips

  • The industry is short of people, with a particular shortage in male role models.
  • Casual and contract opportunities are ok as they can lead to more permanent work and get your foot in the door!
  • Recruitment is more focused on who you are and what you are passionate about, rather than qualifications. You need to be the right type of person.

Careers in the Health Sector: Insights from Epworth & Barwon Health

As many of you would be aware, the health care and social assistance industry is Australia’s biggest employer.  We were honoured to hold the Health Sector Insight Employer Panel in March. The panel members presented an overview of their organisation and an insight into their sector as well as an outline of their recruitment process and types of opportunities available.

The panel consisted of:

  • Mick Fuller (Senior HR Manger)  Epworth Healthcare
  • Christine Shaw (Advisor – Talent Acquisition & Services)  Barwon Health

Epworth Healthcare

Background

Epworth has been around for 100 years and is the largest private not for profit hospital. Epworth moved to Geelong last year, next to Deakin University in Waurn Ponds. Had 400 employees in July when they opened and now has 550 employees. The Epworth Group employs over 6000 people with the majority of staff employed in Richmond.

Mick’s personal experience includes a transition into the Health sector from a retail and manufacturing background. He believes you need to be passionate about the organisation you work for and so was attracted to the Epworth name and the professional but diverse environment they offer. He has worked at the Epworth for the past 18 months.

The Epworth Workforce

  1. Nursing Staff
    • Heavy reliance on Nursing Staff
    • Employs Registered Nurses & Enrolled Nurses, but will only employ endorsed Enrolled Nurses
  2. Food Services
    • Primarily employs people with a hospitality background.
    • Food Service Model which involves personalised screens for patients to order meals at any time of the day, following a hotel model. Patients have a choice of when they receive the meal and what the meal is. The menu is catered to your personal needs, including medical and dietary requirements.
    • Is less to do with health and more to do with customer service.
    • Attracting and employing people from 5-star backgrounds including the Head Chef who came from the Park Hyatt.
  3. Sterilisation
    • Involves looking after the equipment and getting it ready for surgery.
    • Certified role, you need to have completed a Cert III or Cert IV in Sterilisation.
    • Well-paid
    • Good work
    • Stable employment
    • Professional roles
  4. Theatre Technicians
    • Involved in bringing in the equipment and setting up the theatre.
    • Certified role – need a Certificate to be employed.
    • Certificate level courses will allow you to be employed, so you can get up and running fairly quickly.
    • Good pay.
    • Shortage of theatre technicians in Geelong.
  5. Administrative Positions
    • Includes Reception, Personal Assistants and Ward Clerks.
    • For advertised positions, 75+ applications are received.
    • Lots of competition for a small number of roles.
  6. Traineeships
    • Not currently offered as they are not a mature organisation.
    • Will put structures in place first, then look at offering traineeship opportunities.

What Epworth looks for in an employee

  1. Technical Skills
    • Skills/Qualifications that are required for each role
    • Are tightly bunched, as lots of people will have the same qualifications.
  2. Non-Technical Skills
    • Human part
    • Customer service skills
    • Values – Epworth takes their values very seriously
      • Respect
      • Excellence
      • Community
      • Compassion
      • Integrity
      • Accountability
    • This is where people can differentiate themselves
    • Look on the website and find out about the values. If you are invited for an interview, think about how your values align with theirs.

Epworth’s Recruitment Process

  1. 2 phase interview process
    • Phone Interview – 15-20 min phone interview with hiring manager
    • Face-to-face Interview – 45min – 1hr interview with hiring manager and a representative from HR.
    • Come prepared and know about the environment. Make sure to check the website. This shows motivation, respect and initiative.
  2. Psychometric Test 
    • No right or wrong answer, but used to measure your values and behaviours.

Advertising of roles

  • 95% of roles are advertised, as they are looking for the best person for the role.
  • Advertised on:
    1. Epworth website – www.epworthcareers.org.au
    2. Seek
    3. LinkedIn
    4. Specialty Job Boards
  • Can complete an Expression of Interest on the website, indicating the roles you are interested in, and you will receive an email to notify when those types of roles are advertised.

How to apply for a job at Epworth

  1. Submit a Resume, Cover Letter and response to Key Selection Criteria.
  2. Resume
    • 4-5 page maximum
    • Don’t be distracting
    • Don’t use colour or different font throughout the document
    • Keep professional
    • Use a single font in 11 or 12pt
    • No photos
  3. Cover letter
    • Tailor your cover letter – very important!
    • Make sure to change the name of the company – this shows care and attention to detail
    • Brief and to the point
    • 1 page
    • Show what you can bring to Epworth
  4. Key Selection Criteria
    • Flexible with regards to addressing Key Selection Criteria and won’t always ask for this to be completed separately
    • Look at the Position Description and address how your skills match and how your motivation fits
    • Show that you are committed to professional development
    • Show your connection to the community. This can be through involvement with sporting clubs or coaching your kid’s soccer team. This tells about you as a person.
    • Lots of people have the technical skills, but less meet the criteria of fit, culture and personality.

Barwon Health

Background

Barwon Health is the largest employer in Geelong, employing over 7000 people. They look after people from birth through to death and have 21 sites, including the hospital, Grace McKellar Centre, a number of Aged Care facilities and look after patients all the way to the South Australian border.

Health is the fastest growing industry in Geelong and in 2016 Barwon Health advertised over 1500 roles. It is an exciting industry with new innovations and a secure future.

Christine is new to the Health Care sector and shared that it’s a great environment to work in. The people are lovely and are there to help people. Others share the same values as you.

The Barwon Health Workforce

  1. Community Sector
    • More work will involve going to the patient’s in their homes, rather than the patients coming in
  2. Aged Care
    • Increasing % of people in the older age bracket means they are desperate to get great people working in this sector
  3. Theatre Technicians
    • All start off as casuals.
    • Need a Certificate III first.
    • Will see medical procedures, so have to be ok with that.
    • Have to be able to look after yourself and deal with situations.
    • Training – might need to go to Melbourne for training, but will be rewarded for this.
    • Look at job ads and speak to the Manager listed to ask questions about which courses they would suggest.
    • Good pay & a good job.
  4. Casual Administration Pool
    • Approximately 50 casuals who work across the sites.
  5. Nursing Casual Pool
  6. Volunteers
    • Seen as internal candidates, so can apply for internal roles.
    • Allows you to connect with different departments.
  7. Traineeships
    • Offered 24 last year.
    • Mainly offered through Northern Futures, to help more disadvantaged members of the community.
    • Offered in various areas, including Admin & Stores.

What Barwon Health looks for in an employee

  • All about the attitude.
  • Flexible
  • Adaptable
  • Available 7 days a week, 24 hours a day (If you’re looking for a Mon-Fri 9-5 position, this is probably not the area for you).
  • People who are excited about working in health care and are passionate about putting the patient first.
  • Looking for people who are really passionate.
  • Not great pay, but the reward is that you are there to help the community.
  • Barwon Health is value driven and they live their values, including in performance discussions every 12 months.
  • Recruit based on values.

Barwon Health’s Recruitment Process

  1. Decentralised process – each manager runs their own interviews.
  2. Phone Interview First
  3. Interview
    • Talk about your passions and how you align with Barwon Health’s values.
    • Make sure you are prepared.
    • Research:
      1. Website
      2. Position Description
      3. Values
      4. If you know someone who works at Barwon Health, ask them!
      5. Call the Manager (if name on ad) and ask questions to start to build your relationship.
    • They understand that it’s scary and you’ll probably be nervous.
    • Take notes in.
    • Will be asked behavioural questions so have examples ready.
  4. Assessment Centres are popular (especially for CPO roles).
    • Up to 20 people.
    • Group activity, followed by an Individual Interview.
    • Remember, you are being monitored from the time you walk in, to the time you leave.
    • Assessing your true self – it’s ok if you are loud or quiet.
    • Looking at who you are.
    • How do you work in a team? Do you listen? Can you contribute?
    • Don’t take over, but don’t sit back. Just be yourself.
    • Contribute to the conversation.
    • If you are a leader, be a leader. Leaders are needed too! Just don’t be aggressive.
  5. Volunteering

Advertising of roles

  • Lots of internal advertising, due to the Enterprise Bargaining Agreement and the fact that Barwon Health encourages people to progress.
  • Casual Positions – lots of casual positions come up. Don’t be scared to apply as there are opportunities to pick up more shifts once you are in the door.
  • Theatre Technicians – Will be advertising positions soon.
  • Can register your interest online and will be sent job alerts.
  • Advertised on the website – http://www.barwonhealth.org.au/careers.

How to apply for a job at Barwon Health

Before you apply, think about:

  • Can you be available 24/7?
  • Are you passionate and excited about this industry?
  1. Need to upload a Cover Letter, Resume and then answer the Key Selection Criteria.
  2. Resume
    • Only include what’s relevant
    • Don’t go too over the top
    • Include your key skills
    • Have a profile at the top of your CV – this is very important as it gives the employer a snapshot of you
    • Will spend on average 10 seconds looking at your resume, so the top section is the most important
    • Clear & Concise
    • Easy to read
    • Easy layout
    • Managers read them, so make it easy to read
    • Include volunteering opportunities as this shows your connection to the community.
  3. Cover Letter
    • Talk about your passions.
  4. Key Selection Criteria
    • Part of the process.
    • Some are Y/N questions.
    • Need to address the criteria, but shouldn’t have to spend days on it.

Helpful Tips

  • There are lots of casual opportunities, so make the most of these. We are very lucky in Geelong that we have a great hospital network.
  • Casual gets your foot in the door and there are lots of opportunities. People are working across multiple organisations and hospitals in Geelong.
  • You are able to put in your availability on a weekly or monthly basis and it will match to what manager’s need.
  • It’s ok if you aren’t available all the time or if you can’t do a shift, as there is a big pool of casuals.
  • However, be responsive. If you are knocking back lots of shifts, it will seem like you are not available.
  • People are moving around the organisation more, opening up more opportunities.

If you are interested in a career in the health sector, book your FREE one-on-one appointment with any of the Skills and Jobs Centre advisors.

Geelong’s bright future in Construction

If you have driven around Geelong you have probably seen the major construction work happening on commercial sites in the CBD such the new WorkSafe head office, Geelong Hospital, Epworth Hospital, Simonds Stadium, Deakin University, Bellarine Aquatic Centre, Geelong Fire Station, Belmont Ambulance Station, Leopold Shopping Centre plus many more over the last few years and if you have driven almost anywhere outside Geelong’s CBD you will have noticed several land and residential sites being developed such as Armstrong Creek, Mount Duneed, Highton, Fyansford, Curlewis and Point Lonsdale just to name a few.

The construction industry is one of the Geelong regions strongest industries in regards to employment and although some other industries in Geelong have slowed down or have changed, construction has remained steady for the last 5 years and government employment projections state that the industry in Geelong will even grow by 11.1% by the year 2020. (Source: Labour Market Information Portal)

In fact, over $1.2 billion worth of major construction and redevelopment is underway in Geelong and another $1.9 billion is awaiting commencement or is planned. In the previous 12 months alone there has been $745 million worth of construction across a wide range of industry sectors.  Beyond this date and excluded from those totals, Geelong is proving to be an area of further investment with the currently underway $750m Keystone Business Park expected to provide jobs for the next 10 – 15 years, the $20b LAND 400 project for the next 30 years and over $1.3b of confidential investment enquiries for the Geelong Ring Road Employment Precinct that would create more than 1,065 jobs. (Source: Enterprise Geelong)

What does this mean for you? It means there are, and will be, plenty of opportunities for employment, that this industry should remain strong in the long term and is a great career choice if you possess the necessary qualities.

We recently held a Building & Construction Employer Panel here at The Skills and Jobs Centre where participants heard from 3 of Geelong’s major employers in the industry; Lyons Construction, Built and Rendine Construction.

Here are just some of the key points to come out of the event:

  • There is strong confidence in employment growth in the region with many upcoming projects and tenders forecast.
  • That the on-flow effect from all the construction taking place means a very wide range of job opportunities – from architecture, construction management, skilled and unskilled labouring, transport, earthmoving/mobile plant operation, carpentry, plumbing, roofing, electrical, scaffolding and many other trades, steel and timber fabrication, workplace safety, interior design, property law, engineering, environmental management to real estate and so on.
  • Trades and apprenticeships are an extremely important part of the industry but there are careers for all skill levels.
  • Even with university qualifications in construction employers prefer some level of hands-on experience and knowledge, even if this includes helping a family friend for a few days or doing some weekend work. According to Steve Lyons from Lyons Construction having that experience on building that door frame (for example) will enable you to better understand the process and time it takes to put door frames together and therefore enable you to manage your project more efficiently from estimating costs to the build itself.
  • That it is important to be flexible and adaptable which means being able to adjust your skills and thinking to different situations that may occur on a project.
  • What these companies look for in ALL employees are personal qualities such as work ethic, reliability, enthusiasm, team work and initiative. Your personal qualities will make you more employable than just having a qualification or certain skill.
  • If you are interested in starting out in the industry don’t be afraid to approach local builders or companies and see what opportunities might be available for you whether that be apprenticeships, labouring or even mentoring roles for university graduates.
  • Don’t be afraid to try different trades, skills and training and find the role that fits best. Having the extra knowledge and experience will also add to your employability.

In summary, the future is bright for anyone looking at getting into the industry. My advice is to be proactive and find out what training or jobs are available to you. You can contact local Australian Apprenticeship Support Network Providers, contact an Apprenticeships Field Officer (AFO’s), speak with local businesses, ask family and friends for work experience, look at what RTO’s have to offer such as pre-apprenticeship courses, industry skills courses and ‘VET in School’ for high school students or come in and speak with the friendly staff here at the Skills & Jobs Centre who can provide you with information and help guide you in the right direction.

Useful links: http://www.thegordon.edu.au/future-students/apprenticeships-traineeships/contacts-and-useful-links

Written by Shai, our King of Industry. For help with Geelong industry information , book an appointment with Shai or any of the Skills & Jobs Centre’s advisors. 

 

Worried about gaps in your work history?

There are many reasons why someone could have gaps in their work history. They may have chosen to take time out of the workforce to raise their children. They may have needed a break to care for an ill relative or to recover from an illness themselves. They may have travelled. Or they may have been retrenched and struggled to find replacement work. These are all valid reasons, though it can be hard to know how to deal with them on your resume. The question is how to acknowledge them whilst still showing the employer you have the skills and experience to meet their needs.

Explain

Whilst the idea of just ignoring the gaps and hoping the employer won’t notice is attractive, it’s also fraught with danger. Employers will always notice them, I can guarantee it. If you don’t provide an explanation they will make assumptions about why you weren’t working during this time – usually negative ones. Luckily the majority of employers are understanding, but you do need to give them an explanation.

You don’t have to go into too much detail about what happened, a sentence or two in your cover letter or in the summary section of a resume will do. If you can alert the employer that you have had gaps in your work history, and provide a legitimate reason why, then you increase the chances of the employer understanding your situation and assessing your application fairly. 

Rearrange

Once you have explained the reason behind the gap you need to adjust the order in which the information is presented in your resume. If you haven’t been doing any casual work, whatever you are currently doing/have been doing most recently should be listed first – this may be study (including short courses), a volunteer role or anything else that is relevant to the role you are applying for (e.g. a cookery blog you have been writing if you are applying for hospitality roles).

Employers understand that gaps can happen, but they do like to see that you have been doing something whilst you have not been working.

Emphasise

The easiest way to clearly show an employer your suitability is to focus on your skills. Employers care about what you can do, they don’t care whether those skills were developed in paid employment or not. If you have most recently been volunteering treat it like a job on your resume by highlighting the skills you utilised and any achievements you had. It is the same for any training you have done. By emphasising how your skills match the employer’s needs you can make them so keen on you, they may even forget the employment gaps exist!

Written by our resume queen, Christina. If you have questions about what to include in your resume, book in to our upcoming resume workshop.

Picture credit: walkerud97CC0 1.0 Universal (CC0 1.0)

Industry Insights – Warehousing and Logistics – 22/10/2019

Warehouse Workers

The Skills and Jobs Centre is pleased to be partnering with Wyndham City Council to host a series of Industry Insights panels in Werribee. These Industry Insight Panels are a part of a broader scope of work Council is doing to provide employment pathways to Wyndham community members with an emphasis on the Humanitarian Migrant and Asylum Seeker communities.

In October, we were delighted to be joined by three large employers in the Warehousing and Logistics industry sector who very generously gave up some of their time to share some insights into gaining employment in this booming sector in the Wyndham region.

Did you know that the average age of a truck driver is 53? Did you know that transport is one of the few industries where men and women receive equal pay? With 72 different roles in the Transport and Logistics sector, there is sure to be a role of interest to you.

On the panel, we were joined by;

Jacquelene Brotherton – Transport Manager – Oxford Cold Storage

Oxford Cold Storage are one of Australia’s leading providers of third party temperature controlled warehousing. They offer racked storage for over 165,000 pallets and bulk storage for about 20,000 pallets at temperatures between +18°C & -29°C. The facility has the capacity to freeze 12,000 cartons, carcasses and quarter beef daily. In her spare time, Jacquelene is an active member and chair of several refrigerated transport committees and was recently awarded Business Person of the Year at the 2019 Wyndham Business Awards.

Oxford Cold Storage commenced operation in 1975 and the 94 year old Chairman of business still comes to work every day! There are employees who started working at Oxford as Christmas casuals over school holidays in the 1970’s and are still working there today! So when it comes to having a great workplace culture, they must be doing a thing or two right.

One really important thing to note about Oxford Cold Storage, is that all new staff commence employment through a labour hire organisation. While long-term roles might become available over time and in certain areas, most of the work is available on a permanent casual basis. One of the most important attributes staff can have at Oxford is a willingness to learn and a willingness to work. Jacquelene also shared some insights about innovation in the Warehousing and Logistics sector and made the observation that the inability to attract warehousing staff is driving the industry towards automation, however when it comes to autonomous truck driving, she doesn’t believe that Australia has the infrastructure to see that happening any time soon.

Paul Daybell – National Account Director (Government) & Marty Arulappu – Warehouse Manager – Complete Office Solutions (COS) 

COS was founded in 1976 as a local office stationery business in Western Sydney. In those early days COS had two staff and the top selling item was typewriter ribbon. 40 years later COS sells over 21,000 products with over 500 staff, and offices and warehouses in very state and territory…basically they can supply anything in an office, except the walls and the lights! COS have a very strong reputation of embracing diversity with 52% of their workforce being women, 56% of their management team being women and boasting the first female Co-CEO’s in Australia. Paul presented a video showing COS’s impressive commitment to corporate social responsibility.

Luke Day – Senior Recruitment Team Leader – Operations – TOLL Group

With over 125 years’ experience, Toll Group, operates an extensive global logistics network across 1,200 locations in more than 50 countries. Our 40,000 employees provide a diverse range of transport and logistics solutions covering road, air, sea and rail to meet global supply chain needs.

Luke presented a video which showed the diversity of roles available at TOLL, from Truck Drivers to Pick/Packers to Air Pilots and Sea Captains and just a couple of Call Centre Operators! The video also clearly outlined that TOLL are “safety obsessed”. 

One thing I learned about TOLL is that they actually have a recruitment business (TOLL People) which recruits for TOLL Group as well as other organisations and they supply over 1000 temp staff to over 100 locations in Victoria every day! TOLL People have really strong partnerships with Job Active providers and often recruit people from all walks of life into entry level roles, giving them a much needed start in this sector. As Luke put it, TOLL People recruit with heart. 

So if you’re considering applying for one of the 72 different job roles in this sector, where do you start? Well, first things first, a Forklift license is absolutely essential, so make sure you have one before starting to apply for roles in this sector. If you have additional licenses including truck licences, but don’t have any experience driving trucks, be open to starting in a different role such as Picker/Packer. All companies stressed that there are plenty of opportunities to shine, so show employers that you are eager and want to work, show enthusiasm for their organisation and work hard at any task you are given and before you know it you too might be behind the wheel of a $350,000 Kenworth.

Seek is still the most used platform to advertise vacancies, however both COS and Oxford Cold Storage were open to a direct approach by job-seekers. Before you knock on their door though, make sure that both you and your resume are well presented. You don’t need to be dressed in a suit and tie, smart casual is appropriate for this industry and as for your resume, one page of relevant content is also appropriate. In the Warehousing and Logistics sector, the ability to work as part of a team is critical, so when you’re making a direct approach to an employer, make sure they know you are not a lone wolf. Include a couple of good references on your resume and be able to show (and tell) how your skills and experience match what an employer is looking for.

Many thanks to our panel for being so generous with their time, it was great to receive some current tips and tricks to help put our best foot forward.

Come along to our free monthly series of workshops at the Skills and Jobs Centre at 24 Watton Street, Werribee or book a one-on-one appointment with a Careers Counsellor by calling 5225 0700.

The next Industry Insights panel will be on 26 November and will feature employment in Building and Construction, including how to secure an apprenticeship. Follow the Skills and Jobs Centre on Facebook for information about upcoming Industry Insights panels.

Insights into casual recruitment in Retail and Hospitality Employer Panel – September 2019

On Tuesday 10 September, the Skills and Jobs Centre was pleased to present a panel event with a focus on gaining casual employment in the retail and hospitality industry sectors. This event was the second in a series of Industry Insight events being delivered in partnership with Wyndham City Council. The Social and Economic Inclusion team at Council are doing valuable work to deliver a number of projects including providing employment pathways to Wyndham community members with an emphasis on the Humanitarian migrant and Asylum Seeker communities.

We were pleased to be joined by three local employers who are passionate about community and economic growth and were able to share some recruitment tips to those looking for casual work over the busy Christmas period.

The panel was made up of four members. Jonathan Bracy from the Werribee Zoo, Rebecca Pace from KFC and James Alford and Jonathan Jaboor from the Hyatt Group

Rebecca from KFC was the first guest speaker to discuss the career path available at The Retzos Group, who are a franchise that manage many KFC stores in Victoria.

The Retzos Group opened their first KFC store in 1990 in Shepparton, followed in time by another seven stores in 1997. In 1999 The Retzos Group built their first brand new restaurant in Laverton. Fast forward to 2019 and The Retzos Group is now 50 stores strong and employs over 2800 staff.

Rebecca explained that at KFC there is a clear progression strategy which is open to all employees. Most employees are initially employed as a team member. There is no experience required for team member roles as full training is provided to all employees. Training in Certificate III qualifications is also available for eligible employees. Once a team member turns 18 there is opportunity to progress to leading a shift. After successfully leading a shift, there is potential to lead a restaurant, and progress on to leading multiple stores. There is even the option of finally owning your own store!

The KFC brand purpose is “Always Original” and they encourage employees to be their best self, make a difference and most importantly have fun. To apply for a job at KFC head online to their website (http://careers.kfc.com.au), fill in the required forms selecting three stores you’d like to work in and finally upload the required documents for your application.

The next speaker Jonathan from Werribee Zoo provided a run down on the three different casual teams responsible for the visitor experience at the Zoo. There are between 60-70 employees in each team!

  • Visitor Services – Primarily focused on admissions and retail
  • Visitor Engagement – Primarily focused around the visitor paths, engaging with visitors with activities, talks, presentations
  • Safari guides – Primarily focused on delivering our safari tour and other visitor animal encounters

When recruiting for these roles, the main selection process is to identify which candidates have the required and preferred skills identified in the position description. If your skills and experience are a match, the next step is that you will invited to a group interview with 10-12 other candidates. There will be around 10 minutes of questions before participating in a group activity. The whole group interview can take up to two hours and Jonathan’s hot tip to go spend some time at the Zoo prior to your interview, take note of what the employees are wearing and dress similar. Look the part.

Jonathan’s advice to help applicants get through to interview is to triple check the accuracy of all your documents. Don’t accidently address your documents to the wrong business or organisation – oops! Check the spelling of the person’s name you are addressing. Ensure you have read all the required selection criteria before submitting an application. You can find all job advertisements as well as a range of work experience and volunteer opportunities at https://www.zoo.org.au/about-us/careers/

Our final speakers for the day were James and Jonathan who are both Assistant Hotel Managers at Hyatt Place, Essendon Fields. There are currently three Hyatt Hotels in Melbourne with plans for expansion to include another three or four hotels within the next three years!

James and Jonathan spoke with passion about the strong values of the Hyatt Group, one of which is care.

  • Care for their employees to help them be their best.
  • Care for creating a distinct guest experience
  • Care for communities by embracing diversity and creating a culture where everyone matters.

They also spoke about several other values which all complement creating a fantastic work environment but also providing a high level guest experience. How often does an employer encourage you to have fun, not take yourself too seriously, laugh and build joy into your work? What about being encouraged to fail often in order to success sooner?

Some encouraging key points that from James and Jonathan’s presentation were that The Hyatt Group values communication skills over technical skills and that both had worked really hard to get a foot in the door, so don’t give up!

The Hyatt Group offers a range of career entry points including internships and work experience opportunities. To find the jobs available at Hyatt visit their website https://careers.hyatt.com/en-US/careers/ and search by location (Melbourne).

Need help with your Resume? Come along to the Resume workshop on Wednesday 30 October at 24 Watton Street, Werribee.

Need some career advice? Book a one-on-one appointment with a Careers Counsellor by calling 5225 0700

Insights into Higher Education Employer Panel – July 2019

With employment prospects in the Geelong region in a state of change, what better time to hear from two large employers about what jobs looks like in the growing education sector.

Deakin University has a strong presence in the Geelong region with a campus at the Geelong Waterfront and at Waurn Ponds. Deakin is ranked in the top 1% of universities globally by the Academic Ranking of World Universities 2018. This rating indicates world-class facilities, research and teaching, as well as employability, innovation and inclusiveness. Deakin also prides itself on student satisfaction and is a leader in graduate satisfaction

The Gordon is one of the largest regional TAFEs in Victoria and has been skilling people in the Geelong region for over 130 years. With two campuses in Geelong and three smaller campuses in Wyndham, The Gordon is experiencing a period of growth, which is also supported by the Free TAFE program being offered by the State Government.

Think jobs at Deakin and The Gordon are just for teachers? Think again! Today we were joined by Christine Shaw (Talent Acquisition, Deakin) and Aida Kapetanovic (HR Generalist, The Gordon) to learn more about the recruitment process at both organisations and boy, they couldn’t be any different!

Deakin’s recruitment process has recently become a centralised approach with 20 Talent Acquisition staff responsible for sourcing candidates. When a job becomes available, the Talent Acquisition team meet with the Hiring Manager and go through the position, identify the skills required and commence the recruitment process. Aside from academic roles, listed below are the seven key support areas that Deakin recruit for.

  1. Student Experience and Support – enhancing the student experience throughout their lifecycle
  2. Campus Services – maintaining the world class grounds particularly at Waurn Ponds
  3. Human Resources – 120 staff involved in recruitment and staff life cycle
  4. Lab Tech – supporting teaching delivery across the education Faculties
  5. Faculty Admin – organising travel, providing admin and finance support to the Faculty team
  6. Hospitality – Waurn Ponds estate hosting conferences, providing accommodation and cafe
  7. Library – assisting with online study and resource development

The Gordon’s recruitment process also follows a similar style with recruitment handled by a HR representative in conjunction with a representative from the program area. Jobs at The Gordon are divided into Teaching and Non-Teaching roles.

  1. Teaching roles – need to have a vocational qualification (“your trade”) and a TAE40116 Certificate IV in Training and Assessment. There is a particular need at the moment for Community Services, Carpentry, Electro Technology, Plumbing and Automotive teachers
  2. Student support – includes administration roles across a variety of professional functions including Finance, Executive, Student and Industry Engagement and Facilities.

With administration roles often attracting between 150-200 applicants, here’s what you need to know to make your application stand out.

 Make sure your resume is SCHMICK!

  • Keep it to two pages
  • Include a brief profile which is your elevator pitch and highlights how your skills align with the role
  • List your most recent position first
  • Make sure there are no spelling or grammar mistakes.
  • Use dot points to make your resume easy to read
  • Keep the content current, anything over 15 years old is not relevant
  • Don’t include a photo
  • Consider inserting a hyperlink to your LinkedIn account
  • You don’t need to list referees and their contact details

How to ace the interview!

  • Tell a great story. Have a generic opening line which address the question and then provide a specific example.
  • It’s okay to repeat the same example at interview that was used in your application, preface it with “I already gave my best example…”
  • Be authentic and be specific with your examples. Write down dot points to prompt you.
  • Have questions in mind to ask at the end of the interview
    • What would be the focus for the first three months?
    • Tell me about the team I’ll be working with…
    • I saw that Deakin/The Gordon recently did this…
  • Don’t forget that you got an interview because you can do the job, now you need to convince the panel you are the right person for their team

Both organisations encouraged potential applicants not to wait for a full-time position to be advertised. Both organisations have a lot of internal movement within roles, so if you see want to work for either Deakin or The Gordon be prepared to apply for casual or contract positions. Our sincere thanks to both Aida and Christine for their insights and tips

Deakin The Gordon
Require a one page Cover Letter  Do not require a Cover Letter
Do not require Key Selection Criteria  Must address Key Selection Criteria
Applications don’t have a closing date. Resumes are reviewed as soon as they are received Applications will not be reviewed before the closing date
Desirable candidates will undergo a preliminary telephone screening interview  
A secondary interview will most likely be an informal coffee catch-up  

Need help with your Key Selection Criteria? Come along to the Key Selection Criteria Workshops held monthly on or book a 30 minute appointment to review your Key Selection Criteria

Need help building your LinkedIn profile? Come along to the Creating a LinkedIn profile held each month.

Please visit  Skills and Jobs Centre to book your place at our range of  monthly workshops

 

 

 

Insights into the aged care and community health sector employer panel – 23 July 2019 (Werribee)

The Skills & Jobs Centre hosted the employer panel and were fortunate to have four experienced professionals talk about the types of opportunities available for new graduates looking for roles after completing two qualifications including Certificate III in Individual Support and Diploma of Nursing.  The panel discussed what they are looking for in potential graduates, relevant information about the application process for their workplaces, possible opportunities within their workplaces, and specific tips and tricks for job seeking and interviewing.

The panel provided valuable information, and our four presenters were very generous with their time, sharing their unique insights into this growing sector.

Panel members:

Mercy Health – Jonelle Mais (Recruitment Adviser) and Melinda Stasiuk (Clinical Placement Coordinator/Clinical Nurse Educator)

Absolute Care & Health – Jo Rajan (HR Administrator)

Manor Court Werribee Aged Care – Frances Fraser (Director of Nursing)

Mercy Health (Werribee Mercy Hospital)

Overview

Mercy Health is a values-based Catholic organisation, with services across Australia. In the Wyndham area, the Mercy Hospital provides comprehensive services, including surgical, maternity, emergency, mental health, aged, palliative and home-based care. The hospital is currently undergoing a large redevelopment in order to improve its critical care services.

How to apply

  • All vacancies are advertised, usually on seek.com.au. Set up a Seek profile and job alerts
  • Research Mercy thoroughly and understand their values
  • Read the job ad carefully and don’t rush your application – there’s no advantage in being the first to apply
  • Selection criteria – Mercy isn’t strict about layout, but do incorporate in cover letter
  • Cover letter – an opportunity to make yourself stand out, by highlighting relevant skills/qualities/experiences. Tailor letter to the organisation and address it to person listed in job ad.
  • CV/resume – approx. 2 pages, and up to date. If young and lacking work experience, focus on behavioural qualities (ie ‘soft skills’). No special requirements for format, but make sure most relevant info is highlighted and sequenced on first page (e.g. placements).
  • Professional email address
  • Volunteering is relevant, but not Hobbies.

Interviews

  • Be on time (but not too early!).
  • Preparation and research is crucial. This will help you think on your feet, as question wording varies
  • Mercy questions go deeper than standard ‘strength and weakness’ questions – prepare a list of scenarios to use for ‘tell us about a time when’ questions, including from placement. Use STAR and be specific about situation and outcome
  • An interview is also an opportunity to see if job is right for you!

Absolute Care & Health

Overview

The organisation was started in 2011 and provides in-home care to residents in metropolitan Melbourne and areas of regional Victoria. Clients include people with home care packages funded by government, as well as clients of schemes with NDIS, TAC and Worksafe.

The advantage of working as a caregiver is being able to develop long-term 1:1 relationships with clients. Caregivers need to be flexible and prepared to travel. The organisation is also flexible and offers family-friendly shifts and a full induction program for new staff.

How to apply

Currently its staff consists of 350 personal care assistants and 20 nurses, but Absolute Care expects to double these numbers by the end of the year so is actively recruiting now. Vacancies are advertised on au.indeed.com/ and the organisation’s website at absolutecarehealth.com.au/careers/positions-available

  • Applying is competitive, i.e. 50-60 applicants, so recruiters won’t spend much time on each resume
  • Relevant skills may include manual handling, other languages, Working with Children and Police checks, driver’s license, first aid
  • ‘Career snapshot’ intro section can be useful
  • Cover letter needs to convey who you are as a person, i.e. your personality, soft skills – matching the job values

Interviews

  • Manor uses phone screening as next step after reading resume. If phone call comes at a bad time politely make a time that better suits you
  • Allow plenty of time to get to interviews. If running late, show your communication skills and call to let them know
  • Dress appropriately. Bring your documents with you.
  • Interviews are not a cross-examination – try to be the best, authentic version of yourself.

 Manor Court Aged Care

Overview

Manor Court is a stand-alone, not-for-profit organisation, run by a board with representatives from Mercy Hospital and the community. Frances’s career path started as a registered nurse in emergency, followed by midwifery and community nursing, then aged care. At Manor Court there are various job titles, but the team has shared organisational values and outcomes. Having a caring quality is the main prerequisite for a job in this field.

How to apply

  • Manor Court advertises on Seek for specific vacancies and also has rolling recruitment
  • Don’t include age or marital status on resume. List last 3 employment positions only
  • Less interested in personal qualities, though volunteering is relevant
  • Include short cover letter, addressed appropriately, spell-checked, with cultural differences adjusted to Australian context
  • Have resume ready for placement to leave with the organisation at the end – when staff still remember you!

Interviews

  • Be familiar with Aged Care Standards

 Responses to audience questions:

  • Life experience can be relevant, e.g. care of elderly relatives (but not ‘travel to Bali’!)
  • Mercy and Manor both offer volunteer opportunities. Mercy only offers behind the scenes roles, not clinical. Manor’s opportunities are coordinated through Matchworks.
  • For referees (references) use placement coordinators, Gordon teachers – not friends or family members. Preferably someone in senior role. Always ask permission first.
  • If you don’t have PR, then you need to demonstrate that you have Australian work rights and show your long-term plan.

Health employer panel 2019

The panel members presented an overview of their organisation, an outline of their recruitment process, types of opportunities available, as well as some valuable tips about what their organisation is looking for in an application.

The panel:

Mick Fuller (Senior People & Culture Manager) Epworth Healthcare Geelong
Tamika Russell (Talent Officer) Barwon Health

Epworth Healthcare is a not-for-profit private hospital. We combine 95 years’ experience with a team of expert local staff and doctors. We share the same vision – to create an outstanding healthcare facility of choice for the people of Greater Geelong and South West Victoria.

Mick’s personal experience includes a transition into the Health sector from a retail and manufacturing background. He believes you need to be passionate about the organisation you work for and so was attracted to the Epworth name and the professional but diverse environment they offer. He has worked at the Epworth for the past 4 years.

Epworth Workforce:

Epworth HealthCare is a dynamic and friendly workplace, built on teamwork and have a commitment to quality and furthering the development and skills of their staff. There are also  some great benefits and support when working at Epworth

  1. Clinical staff
    • Heavy reliance on Clinical staff
    • Employs RN’s & EN’s, but will only employ endorsed EN’s
  2. Food Services
    • Primarily employs people with a hospitality background
    • Food Service Model which involves personalised screens for patients to order meals at any time of the day, following a hotel model. Patients have a choice of when they receive the meal and what the meal is. The menu is catered to your personal needs, including medical and dietary requirements.
    • Is less to do with health and more to do with customer service
  3. Sterilisation
    • Involves looking after the equipment and getting it ready.
    • Certified role, you need to have completed a Cert III or Cert IV in Sterilisation.
    • Well-paid
    • Stable employment
    • Professional roles
  4. Theatre Technicians
    • Involved in bringing in the equipment and setting up the theatre.
    • Certified role – need a Certificate to be employed.
    • Certificate level courses will allow you to be employed, so you can get up and running fairly quickly.
    • Good pay

What Epworth looks for in an employee:

  1. Technical Skills
    • Skills/Qualifications that are required for each role
  2. Soft Skills (eg. communication, organisation, team work, flexibility, self-management)
    • Values – Epworth takes their values very seriously
      • Respect
      • Excellence
      • Community
      • Compassion
      • Integrity
      • Accountability
    • Look on the website and find out about the values. If you are invited for an interview, think about how your values align with theirs.
  3. Epworth’s Recruitment Process: Online recruitment process, application, behavioural interview
    • Come prepared and know about the organisation and role. Make sure to check the website. This shows motivation, respect and initiative.

Advertising of roles:

  • 95% of roles are advertised, as they are looking for the best person for the role.
  • Advertised on:

How to apply for a job at Epworth:

  • Submit a Resume, Cover Letter and response to Key Selection Criteria.
  • Resume
    • 2-3 page maximum
    • Relevant to role
    • Don’t use colour or different font throughout the document
    • Keep professional
    • Use a single font in 11 or 12pt
    • No photos
  • Cover letter
    • Tailor your cover letter – very important!
    • Make sure to change the name of the company – this shows care and attention to detail
    • Brief and to the point
    • 1 page
    • Show what you can bring to Epworth
  • Key Selection Criteria
    • Flexible with regards to addressing Key Selection Criteria and won’t always ask for this to be completed separately
    • Look at the Position Description and address how your skills match and how your motivation fits
    • Show your connection to the community. This can be through involvement with sporting clubs or coaching your kid’s soccer team. This tells about you as a person.
    • Lots of people have the technical skills, but less meet the criteria of fit, culture and personality.

Barwon Health is the largest employer in Geelong, employing over 7000 people. Formed in 1998, Barwon Health is one of the largest and most comprehensive regional health services in Australia, providing care at all stages of life and circumstance. Health services available through Barwon Health cover the full spectrum from primary care, community services, aged care, rehabilitation, mental health, emergency and acute care.

Working at Barwon Health means you will be part of a team providing high quality healthcare services to our communities, with a wide range of opportunities in diverse areas including acute, mental health, aged care, administration and support services.

Tanika shared that it’s a great environment to work in. The people are lovely and are there to help people. Others share the same values as you.

Barwon Health Workforce:

  • Clinical
  • Aged Care
  • Theatre Technicians
    • Need a Certificate III first.
    • Will see medical procedures, so have to be ok with that.
    • Have to be able to look after yourself and deal with situations.
    • Training – might need to go to Melbourne for training, but will be rewarded for this.
  • Casual Administration Pool.
  • Volunteers portal– are seen as internal candidates, so can apply for internal roles. Opportunity to gain experience and allows you to connect with different departments.

What Barwon Health looks for an employee:

  • Flexible and adaptable
  • People who are excited about working in health care and are passionate about putting the patient first.
  • Looking for people who are really passionate.
  • Barwon Health is value driven and they live their values, including in performance discussions every 12 months.
  • Recruit based on values.

Barwon Health’s Recruitment Process:

  • Decentralised process
  • Interview
    • Talk about your passions and how you align with Barwon Health’s values.
    • Make sure you are prepared.
    • Research:
      • Website
      • Position Description
      • Values
      • If you know someone who works at Barwon Health, ask them!
    • Take notes in.
    • Will be asked behavioural questions so have examples ready.
    • Practice, practice, practice.
  • Volunteering

Advertising:

How to apply for a job at Barwon Health:

Before you apply, think about:

Are you passionate and excited about this industry?

  • Need to upload a Cover Letter, Resume and then answer the Key Selection Criteria.
  • Resume
    • Only include what’s relevant
    • Don’t go too over the top
    • Include your key skills
    • Have a profile at the top of your CV – this is very important as it gives the employer a snapshot of you.
    • Will spend on average 10 seconds looking at your resume, so the top section is the most important.
    • Clear & Concise
    • Easy to read
    • Easy layout
    • Managers read them, so make it easy to read.
    • Include volunteering opportunities as this shows your connection to the community.
  • Cover Letter
    • Talk about your passions.
  • Key Selection Criteria
    • Part of the process.
    • Some are Y/N questions.
    • Need to be able to address the criteria and requirements of the role

Thank you to our panel for sharing their valuable insights and tips. It was a solid hour of valuable information. Our presenters were generous with their time and sharing their unique insights into this growing sector.

Insights into volunteering panel – Good for you, good for your career

Insights into Volunteering Panel – Good for you, good for your career
Skills and Jobs Centre panel – Monday 13 May 2019

Panel
Volunteering Geelong, St John of God Hospital, Gen U

Scope
Come along and gain some insights into the world of volunteering.  There are many benefits of volunteering including an opportunity to give to our community, networking, gaining new skills and experience. A panel of volunteer organisations will discuss the benefits of volunteering for those who may be:

– exploring new careers
– gaining new skills & knowledge
– boosting job and career prospects
– connecting to community

Participate in National Volunteer week activities – 20-26 May
How to get involved

Panel members

Tara McCallum – Volunteering Coordinator – St John of God Hospital

Jolanda Dejong – Special Project and operations coordinator – Volunteering Geelong

Emily Learey – Volunteering Lead – GenU

Applications can be made: through online form, email/post form, or can be dropped in face to face.

General information: Specific organisations may require police checks, or working with children checks. These may be funded, but will depend on the volunteer organisation. First Aid certificates are generally not required.

Panel Career Stories & Organisational Information

Tara – St John of God Hospital – Tara was an Emergency Nurse for the past 12 years and 5 months ago she stepped into her Volunteer Coordinator role as a maternity leave cover. She feels that she has used a very different skill set in emergency nursing, but has a lot to offer the volunteer coordination role, looking after 140+ volunteers. She also volunteers for her son’s football team as the team manager and thoroughly enjoys supporting the 25 teenage boys. St John of God head office is in Perth and there are 1100 Care Givers in Geelong – all staff and volunteers are called care givers. St John of God Geelong has a private emergency, ICU, medical, and surgical areas. The volunteer roles cover 20 different roles including concierge, convenience trolleys, drivers, maintenance assistance, patient companions etc. There is a disability arm to the volunteering that creates opportunities for those with disabilities. One of the volunteers has been with the hospital for 20 years and they will be presented with a recognition, along with those serving the hospital for 5-15 years, next week.

Jolanda – Volunteering Geelong – Jolanda started at VG only 3 weeks ago. Jolanda’s career started as a primary school teacher, she is Dutch and came to Australia 24 years ago. She has worked at Centrelink, in the Job Network, and at Tasmania TAFE, then worked at professional colleges in training. She now teaches Yoga and works part time in her current role. She works with 8 dedicated volunteers. VG will set up an interview and help people find a suitable role to help build skills or social connections and in meaningful activities in life. They find volunteers from the Surfcoast to Colac and then Queenscliff, there are 300 opportunities on the database currently with 400 organisations on and off. There are short and long term opportunities in broad areas, they manage individual, group volunteers, or corporate volunteer opportunities. Areas include; working with animals, retail, transport, conservation, working with children, social support, healthcare etc.

Emily – GenU – Emily has worked in not for profit’s for the last 11 years. She graduated from Social Work and went to volunteer as a Lifeline counsellor when she struggled to find a graduate job. She then got a job as a Social Worker at St Laurance and worked in the role for 8 years. Once she went on maternity leave she returned to her Human Resources/People and Culture role coordinating the Volunteer Program, she has now worked in this space for the past 4 years. She likes helping people achieve their goals, and finding volunteer opportunities that complement their skills, experience and goals. When St Laurance and Karingal merged 18mths ago, the organisation became a huge conglomerate of disability and aged care services and they are now in most states in Australia with 3000+ staff, 350 volunteers, and across 200 locations. GenU helps those with disabilities and in aged care reach their goals through NDIS and My Aged Care services. They also have an employment services and training arm.

What are the organisations looking for?

St John of God
There are a variety of volunteering opportunities and commitment levels available. Induction and training is provided, and volunteers are chosen based on aligning with the values and mission of the organisation. The Hospital is a not for profit Catholic organisation and the values are important to the care givers. It is a wholistic organisation and they look at the family and community of the client. The opportunities available are varied with some medical students gaining exposure, to clerical positions, administration roles, and some can lead to employment opportunities. The volunteers are from a range of ages, however they cannot take on any volunteers under the age of 18 and the average person is aged 61, and the oldest is 90. The process will include a face to face meeting to establish what the volunteer is looking for. Generally the hospital likes to have a 12mth+ commitment and there is an induction process, OH&S training with yearly updates, and insurance is provided by the hospital.

Volunteering Geelong
Generally the process will include a discussion about what the person and the organisation are looking for. Ideally the volunteer will hold the values of the not for profit sector to provide services to the community, and this is not to replace paid work. The roles advertised will have a position description and these will outline the key expectations, and specific skills required.

GenU
Ideally looking for people who are passionate about what GenU stands for, looking for people who align with their values, vision and mission. Someone who wants to make a difference in community services, who is passionate about disability or aged care and wants to give back. Programs support the socially isolated, and life skill programs. Volunteers do not need qualifications or experience, and GenU provide training. They are looking for people who are motivated and generally the group will find a match to the individual’s interests. There are a diversity of opportunities and they assist in creating a match, including some business related skills and interests. Examples of opportunities include; supporting isolated people, events support, ICT support, disability adventures and outdoors activities, animal care farm therapy, working bees in horticulture and gardening. It is helpful for volunteers to have good communication skills, and volunteers can be flexible and notify the coordinator what they are looking for.

 

 

Government Employer panel – February 2019

Monday 25th February -10am the Skills & Jobs Centre were fortunate to have three experienced People and Culture professionals from large Government employers in Geelong to talk about the job market, what they are looking for in potential employees, relevant information pertaining to applications for their workplaces, possible opportunities with their workplaces, and specific tips and tricks for job seeking and interviewing. It was a solid hour of valuable information, and the three presenters were generous with their time, sharing their unique insights into the growing and ever changing Geelong job market.

Panel Members:

  • Liz Taylor – TAC – Shared Services Team Manager – People and Culture
  • Sarah Greeney – Worksafe – Talent acquisition specialist
  • Ashely Shaw – City of Greater Geelong (COGG) – People and Organisational Development

Career Story of the presenters;

Liz currently holds a leadership role at TAC in People and Culture. Her career history was not however a direct path to HR. Liz kindly shared her background in administration, which lead to management of a contact centre. Liz spent some time working in the music industry, and then she was drawn into agency recruitment in Melbourne for a period of time. Liz has now been with TAC for 10 years and worked across both the People and Culture division and the client facing division. She shared that she has followed her heart, not necessarily her career in her career choices, this has lead to broad skill development and learning to be agile in her career.

Sarah loves working with people and commenced her career in administration in a recruitment agency, before she went on to work in EA/PA roles in the banking sector. From here she found herself in a recruitment assistant role. Following a move interstate she went on to work at a large casino recruiting all roles end to end including corporate and entry level hospitality roles. She then went to a University to provide career counselling services to students, and is now working as a Talent Acquisition Specialist with the Worksafe recruitment team. Sarah has focussed on building transferrable and employability skills, she has not focussed on her technical or academic qualifications to build her career.

Ashley has had a similarly diverse background to the other presenters, representing development of transferrable skills, rather than a focus on a direct career path with technical knowledge acquisition through formal avenues. Ashley worked in administration/accounts for a family business franchise, and worked in other administrative roles following this family business. He has faced two redundancies in the past and drove Taxi’s for a period of time. He then went on to an accounting role at a transport provider in Lara, and commenced some HR related work. He then went on to other transport and community based organisations in HR roles. The not for profit sector really stretched his capabilities where he worked with limited resources and a huge workload. He then worked in a HR consultancy where the role was not as it first appeared, then on to a large Hospital in a HR generalist role. He is now loving the recruitment focus of his role at COGG and brings his depth of life and work experience to the role.

Organisation Information – snapshot of information shared, see websites for further details;

TAC

http://www.tac.vic.gov.au/

Worksafe

http://www.worksafe.vic.gov.au/

COGG

http://www.geelongaustralia.com.au/

TAC is an organisation of two parts – 1. Road Safety that we know from media

2. Social Insurance arm for those impacted by a transport accident – the insurance arm is the larger area of the two in the organisation.

Worksafe is also a business in two parts – 1. Health and Safety Inspector team

2. Workcover insurance to protect those when incidents happen – the insurance arm is the larger of the two.

Provides 34 services to the COGG area

2700 staff, with 530 volunteers.

TAC is a world leader in safety. Worksafe is currently working towards the 2030 strategy following a move of head office to a brand new state of the art building in Geelong. Most roles have little to do with the councillors per se, but rather focus on servicing the community.
900+ employees working towards the 2020 strategy. Aim for ZERO road toll – & goals to make the process simpler for clients. 700 employees in Geelong and 1200 employees Victoria-wide. Huge growth coming to the area with many opportunities in the Lovely Banks developments and Armstrong Creek space.
Large contingent workforce to manage the 2020 strategy.    

 

Qualifications/Skills/Roles available;

TAC Worksafe COGG
Broad range of roles available and many technical enhancements removes the traditional entry level administrative role Large breadth of roles – some very technical and some less so. Large range of roles – Learn to Swim instructors often recruited and the variety of roles expands through the various services provided to the COGG.
Two roles of note that are not entry level roles, but a way into the organisation – Customer Service, and Claims Support roles. The Advisory team function as a call centre and take a huge diverse range of calls from queries about licencing requirements to potential clients trying to understand the process for reporting a bullying claim. Really interesting role currently recruiting for is the Casual Administration relief officers – huge variety and scope in learning about the council and involvement at all levels and locations possible. Currently looking for 4 more to fill.
The Customer Service roles are in the client division dealing with clients, families, providers and are fast paced roles, ideally aim for first call resolution. Successful candidates need to demonstrate communication skills, resilience, and the ability to change their style to different enquiries. Lower level administration roles do not necessarily require qualifications, however it is possible a certificate III or IV could be a benefit.
Key skills are communication, accuracy, agility, adeptness, resilience – most of these are life skills and transferrable. Key skills for Worksafe involve problem solving abilities, and a willingness to face change. Huge growth in surrounding regions that will swell to the size of large regional townships in their own right. Lots of opportunities in Town Planning, Engineering and development based growth.
TAC are looking for people with a growth mindset and to see evidence of potential employees who have this through a willingness to learn. Strategic change for the direction of the organisation – current focus is also a growth mindset with flexibility and resilience. Those interested are encouraged to keep an eye on the website and all the opportunities, signing up to the alerts.
Claims Support roles are administrative roles in a contemporary manner, focussing on supporting rehabilitation providers, letter writing, database work.    
Ideally candidates will show their technical skills through articulating their experience.    

Application process and suggestions;

TAC Worksafe COGG
Revie information available about applications available on websites and podcasts, do your research. Worksafe like to see the selection criteria as part of the documents, not necessarily a separate document – Position Description has the selection criteria built in and it is important to pick out the key elements they are looking for. Key Selection Criteria is required if requested and noted on advertisement.
Encouraged to create a shorter resume – this is a living document. Encouraged to write a list from the advertisement and PD the things that the role is seeking, and then overlay this with a list of the things that you can put into your cover letter and resume and ensure these are covered off. Can have separate documents for your application and you can upload three separate documents 1. Cover letter, 2. Resume, 3. Selection criteria.
Important to understand what the organisation is looking for and have the ability to represent yourself as you are now in your career. Resumes are encouraged to be no more than 2-3 pages, and a cover letter needs to be very structured. A cover letter to the COGG requires a short and succinct letter covering off on your information and why you want to apply, this can be more generic in their view.
Ensure that the organisation is aligned to your values and you understand their values and direction. Cover letter – 4 paragraphs highlighting that you expect an outcome from this and invite a meeting;

1.      Intro – job applying

2.      About you – overlay your skills

3.      Why you want to    work here

4.      Conclusion – looking forward to an opportunity to discuss further

The resume must be tailored to the roles and need to make sure that the words pop out on the page.
Use language that is relevant to the role, ensure that you stand out and understand that this is an advertisement of who you are.   KSC – can ideally have one paragraph per criteria and use the STAR technique.
Think about why you want to work for this business and how your skills match, use this as your advertisement.   Overall the KSC is seeking to have demonstrated examples of your experience.
Position description must be expressed in the cover letter – tailor your resume and cover letter, using the words in the PD. BUT make sure you are telling your story – overlay this in the cover letter.

Cover off on the achievements in your application and talk about how the values of the organisation resonate for you.

   
TAC are clear on their values and there will be a question about these at interview, these were developed by the staff about two years ago and they are very important to the daily business of the TAC.    

Interview information;

TAC Worksafe COGG
Advice from TAC;

·        Use notes

·        Prepare and practice

·        You will have a panel – 2-3 people with diversity

·        Take notes

·        Interview is about mutual fit

·        Slow down and think during the interview

·        Consider your key points

·        Research the business and consider why this role, why this step in your career

·        Use the props, drink the water

Advice from Worksafe;

·        Ensure you talk about yourself in a structured way and consider this question

·        Do prepare

·        Have the ability to provide an overview of yourself and skills

·        Consider what brought you to this interview today – why?

·        Think about what you do outside work?

·        Behavioural based interviewing will be used – use STAR technique

Advice from COGG;

·        Think about how you can articulate any negative employment experiences

·        Ensure you are aware of the behavioural based interviewing technique and be aware of the STAR method.

·        If a recruitment panel are probing – you have not quite nailed the answer just yet

·        Practice!

·        Be aware that past experiences are a predictor of future performance = this is the goal of behavioural based interviewing.

Ensure you take notes in of what you want to cover and ensure your achievements are covered. Think about what you really want them to know about you, consider these elements non-negotiable and ensure they are shared. Questions for the end of the interview;

·        What are the business objectives for the year ahead?

·        What is the team like?

·        What is the structure?

·        What are the opportunities?

·        What are the challenges for the team?

If there are some reasonable adjustments that can be made to accommodate a disability, let the recruitment team know in advance – be open and honest to eliminate any barriers.   Larger organisations do not encourage you to cold call about opportunities, but to use the website to stay in touch and register for alerts.
Examples provided in the interview could ideally be contained to the last 5 years of work experience – can draw on study, work, volunteering etc.    
References will ideally be professional references, so ensure that you are clear on where this may come from – maybe volunteering etc.    

Final advice from the panel was that the Geelong market is changing and developing all the time for businesses and employees. Things have changed in the job seeking in the area, you require discipline, research, and consideration of the many and varied opportunities that are out there.

Candidates are encouraged to continue to research and forecast the future growth in the Geelong region. Ultimately, if TAC, Worksafe, or COGG are employers that you would like to work for. Set this goal and strive to build appropriate experiences to get to that role. Think about the steps that you may need to take in your career to reach that goal.

Insights into the Health Sector employer panel 2018

Careers in the Health Sector:

Insights from St John of God Geelong Hospital , Epworth Healthcare & Barwon Health

As many of you would be aware, the health care and social assistance industry is Australia’s biggest employer. We were honoured to hold the Health Sector Insight Employer Panel in July 2018. The panel members presented an overview of their organisation and an insight into their sector as well as an outline of their recruitment process and types of opportunities available.

The panel consisted of:
Mick Fuller (Senior HR Manger) Epworth Healthcare
Jacinta Kenny (Talent Acquisition Adviser) Barwon Health
Dinie MacRae (Learning & Development Manager) and Michael Trainor St John of God Geelong Hospital

Epworth Healthcare
Mick Fuller – Senior HR Manager

Background
Epworth has been around for 100 years and is the largest private not for profit hospital. Epworth moved to Geelong in 2016. They had 400 employees in July when they opened and now has 950 employees. The Epworth Group employs over 7000 people with the majority of staff employed in Richmond.

Potential employees need to be passionate about the organisation and motivated by shared values. He says although technical skills are important it is the shared cultural values that are important. He was attracted to the Epworth name and the professional and diverse environment they offer.

The Epworth Workforce
As a hospital, hospitality is the key so any background in hospitality is good. Epworth is a service industry and prioritises patient focussed skills then looks at other skills: technical and transferable

Clinical and general staff opportunities can include:
Theatre Technicians: Involves bringing in the equipment and setting up the theatre. Certified role so you need a Certificate to be employed. Shortage of theatre technicians in Geelong.

Administrative Positions: Includes Reception, Personal Assistants and Ward Clerks. Lots of competition for a small number of roles.

Food Services
Primarily employs people with hospitality skills and emphasises customer service.

Food Service Model involves personalised service following a hotel model. The menu is catered to your personal needs, including medical and dietary requirements.

What Epworth looks for in an employee

Technical Skills
Skills/Qualifications that are required for each role
NB: If qualifications are required, candidates will have the same qualifications.

Non-Technical Skills – This is where people can differentiate themselves

Employability skills that transfer from past experiences: teamwork, communication/customer service, organisational skills etc

Values – Epworth takes their values very seriously

Respect, Excellence, Community, Compassion, Integrity, Accountability

Look on the website and find out about the values. In an interview, think about how your values align with theirs.

NB: As a hospital, hospitality is key.

Epworth’s Recruitment Process

Application process
Requires Cover Letter (1 Page) and Resume (2- 3 pages).
The layout must be easy to read and formatting consistent.
Tailor to organisation and reflect the values and mission, particularly in the Profile or Career Objective in the Resume
Ensure your past employment reflects the skills required. Tailor these to the position

Interview process
Preparation is key as it shows respect for the organisation.
There will be a values question so give a tangible and authentic example of where you demonstrated the value.
Use the STAR process: Focus on a clear example and allow your self time to respond
Practice well.
It is a Face-to-face Interview – 45min – 1hr with hiring manager and a representative from HR.
Come prepared and know about the environment. Make sure to check the website. This shows motivation, respect and initiative.

Advertising of roles
95% of roles are advertised, as they are looking for the best person for the role.
Advertised on:
Epworth website – http://www.epworthcareers.org.au
Seek
LinkedIn
Specialty Job Boards

Can complete an Expression of Interest on the website, indicating the roles you are interested in, and you will receive an email to notify when those types of roles are advertised.

How to apply for a job at Epworth
Submit a Resume, Cover Letter and response to Key Selection Criteria.

Resume
4-5 page maximum
Don’t be distracting
Don’t use colour or different font throughout the document
Keep professional
Use a single font in 11 or 12pt
No photos

Cover letter
Tailor your cover letter – very important!
Make sure to change the name of the company – this shows care and attention to detail
Brief and to the point
1 page
Demonstrate what you can bring to Epworth

Key Selection Criteria
Flexible with regards to addressing Key Selection Criteria and won’t always ask for this to be completed separately
Look at the Position Description and address how your skills match and how your motivation fits
Show that you are committed to professional development
Show your connection to the community. This can be through involvement with sporting clubs or coaching your kid’s soccer team. This tells about you as a person.
Lots of people have the technical skills, but less meet the criteria of fit, culture and personality.

Barwon Health
Jacinta Kenny – Talent Acquisition Adviser 

Background
Barwon Health is the largest employer in Geelong, employing over 7000 people. They look after people from birth through to death and have 21 sites, including the hospital, Grace McKellar Centre, a number of Aged Care facilities and look after patients all the way to the South Australian border. Values driven organisation.

Health is the fastest growing industry in Geelong and Barwon Health advertises 40 jobs per week on average. It is an exciting industry with new innovations and a secure future. You may not get the role you want but getting a foot in the door is crucial as this allows you to move around later. Talent Community means that you can upload a profile and it will come to Jacinta’s team.

The Barwon Health Workforce
Volunteers are important and this may be a pathway into Barwon Health
Employees are diverse: technical and then areas such as administrative and food services
In administrative roles positions are often casual to start but allows you to get an overview of the organisation, gain experience and monitor internal positions, so it could be a stepping stone. Jacinta recommended autotyping as requiring many people and top of the list in the casual pool needs.

Casual Administration Pool
Administration roles are highly contested but Jacinta recommended registering with the Casual Administration Pool when open.

Volunteers
Seen as internal candidates, so can apply for internal roles. Allows you to connect with different departments.

What Barwon Health looks for in an employee
All about the attitude in particular shared values and understanding the mission of Barwon Health in helping the community.

People who are excited about working in health care and are passionate about improving patients outcomes and understanding

Barwon Health’s Recruitment Process

Application Process:
Tailor both Cover Letter and Resume to the position and organisation
Don’t upload the wrong resume or cover letter and ensure there are no mistakes in names, dates or positions.
In the resume the Career Objective or Profile is a chance to link to the values and mission of Barwon Health.
Focus on the skills required and align your past employment to demonstrate those skills

Interview Process
Decentralised process – each manager runs their own interviews.
Phone Interview First

Interview
Panel of 2 or 3 including the manager in that area
Talk about your passions and how you align with Barwon Health’s values.
Make sure you are prepared and take notes in.
Research: Website, Position Description, Values
If you know someone who works at Barwon Health, ask them!
Call the Manager (if name on ad) and ask questions to start to build your relationship.
They understand that it’s scary and you’ll probably be nervous.
Will be asked behavioural questions so have examples ready. Will require the use of STAR and centre around awareness of self, communication and relationship building skills
Ensure positive examples are used.
Will be asked motivation/values question such as Why do you want to work with us.

Volunteering
Advertised on the website – http://www.barwonhealth.org.au/volunteerservices.
Huge pool of volunteers.

Advertising of roles
Lots of internal advertising, due to the Enterprise Bargaining Agreement and the fact that Barwon Health encourages people to progress.

Casual Positions – lots of casual positions come up. Don’t be scared to apply as there are opportunities to pick up more shifts once you are in the door.

Can register your interest online and will be sent job alerts.

Advertised on the website – http://www.barwonhealth.org.au/careers.

How to apply for a job at Barwon Health

Before you apply, think about:
Can you be available 24/7?
Are you passionate and excited about this industry?

Need to upload a Cover Letter, Resume and then answer the Key Selection Criteria.

Resume
Only include what’s relevant and focus on your key skills
Have a profile at the top to give a snapshot of you at a glance
Clear and concise, easy to read with a good layout
Include volunteering opportunities as this shows your connection to the community and can demonstrate required skills.

Cover Letter
Link yourself to the organisation and values.
Talk about 3 – 4 top skills
Show your passion clearly through what you have done before.

Key Selection Criteria
Part of the process.
Use clear examples and stick to the focus.
Use STAR technique

ST JOHN OF GOD GEELONG HOSPITAL
Dinie MacRae – Learning & Development Manager
Michael Trainor – Director of Mission and Integration

To meet the needs of the people of Greater Geelong and the Western District, our hospital has expanded to 276 beds, with more than 400 accredited medical practitioners offering services that include:

medical and surgical
maternity
rehabilitation
cancer care
intensive and cardiac care

People and culture matter, along with caring relationships within our hospital. Our focus is driven by our mission and values. Potential will need to demonstrate that they align to the values and are the right fit for the culture and the organisation.

Our Values – The core Values reflect our heritage and guide our behaviours:

Hospitality – A welcoming openness to all; to the familiar and the mystery of self, people, ideals, experience, nature and to God.
Compassion – Feeling with another in their discomfort or suffering and striving to understand the other’s experience with a willingness to reach out.
Respect – An attitude treasuring the unique dignity of every person and recognising the sacredness of all creation.
Justice – A balanced and fair relationship with yourself, neighbour, all of creation and God.
Excellence – Giving the optimum standard of care and service within available resources.

St John of God Geelong – Workforce

Technical/Clinical and General Opportunities

Allied Health, Theatre Technician, Nursing (all students may complete placements which may provide opportunities for employment)

Other roles: Administration, Food Services, Patient Service

Volunteer experience is valued and provides opportunities to gain experience within a hospital.

Clinical coders are much sort after and paid well.

What SJOG looks for in an employee
Applicants need to demonstrate motivation to work with the organisation along with a genuine interest in the role they are applying for.

How to apply for a job at SJOG
Register on the website and receive an email alert.
Applications should include: cover letter, key selection criteria and resume (try to focus on what you bring to the role and the organisation – (ie experience, volunteering, and match to culture)

Interview Preparation (Behavioural Interview)
Ensure you prepare and practice. Know why you want to work with us, why you want the role, what’s important to you and how you align to SJOG’s mission and values. TIP: Some of the questions you may be asked include: teamwork, initiative, time management, strengths and weaknesses

Helpful Tips (General)
There are lots of casual opportunities, so make the most of these. We are very lucky in Geelong that we have a great hospital network.

Casual gets your foot in the door and there are lots of opportunities. People are working across multiple organisations and hospitals in Geelong.

You are able to put in your availability on a weekly or monthly basis and it will match to what manager’s need.

It’s ok if you aren’t available all the time or if you can’t do a shift, as there is a big pool of casuals.

However, be responsive. If you are knocking back lots of shifts, it will seem like you are not available.

People are moving around the organisation more, opening up more opportunities.

Interviews: Be early (remember hospitals can be difficult to navigate and/or find parking), presentation is important, be confident, smile, shake hands with the interviewers and ensuring you have at least one or two questions prepared at the end of the interview.

If you are interested in a career in the health sector, require assistance with your application or interviews, please book your FREE one-on-one appointment with any of the Skills and Jobs Centre by calling 5225 0700.

 

`

Community Services Employer Panel

The Skills and Jobs Centre recently hosted its first employer panel in Geelong for 2018. The panel featured three employers from the Community Services sector and provided insights into the industry, current opportunities, skills and qualifications required and some handy tips about the recruitment process.

The panel members were:

  • Maree O’Dell (General Manager of People and Organisation Development) – Diversitat
  • Jill Meade (Coordinator Youth Statutory Support Programs) – Barwon Children, Youth & Family
  • Scott Morris (HR Advisor) – Barwon Children, Youth & Family
  • Amanda Stirrat (Community Development Officer) – City of Greater Geelong

Barwon Child, Youth & Family was launched as a new entity on 1 July 2015 because of a merger between Glastonbury Community Services, Barwon Youth and Time for Youth. The organisation employs nearly 350 staff across 40-50 different job roles and provides services to clients via its client services platform that includes Early Years, Family & Community services, Out of Home Care, Specialist Intervention Services, Youth Services and headspace Geelong.

Contacts
https://www.bcyf.org.au/work-with-us/employment
https://www.bcyf.org.au/about-us/vision-purpose-and-values

Diversitat, also known as Geelong Ethnic Communities Council, is a registered charity and a not-for-profit community service organisation. Established in 1976, today they offer services in settlement, community development, youth services, aged support, training and education, as well as arts and events. They also manage The Pulse Radio and Television, Wholefoods Pantry and Kitchen, and the Belmont Oppe Shoppe. The organisation employs over 300 staff across 11 sites in the Geelong and Colac region.

Contacts
http://diversitat.org.au/careers/current-vacancies/
http://diversitat.org.au/about-us/who-we-are/

City of Greater Geelong (COGG) is the local council in Geelong that provides a diverse and extensive range of property, economic, human, recreational and cultural services to the community and implements the City’s strategic plan.  COGG is the second largest employer in the region, employing over 2500 people in a wide variety of roles.

Contacts
https://www.geelongaustralia.com.au/employment/default.aspx
https://www.geelongaustralia.com.au/council/default.aspx

Why work in the Community Services sector

  • Empower and advocate for some of the most marginalised members of your community
  • Be a champion for your local community and help them to have a voice
  • Lots of positives and good news stories about a not-for-profit organisation can accomplish
  • Gives you a reason why to come to work and helps you contribute to something bigger than yourself
  • Consider volunteering the sector to learn more about the different organisations and build your network.

 Applying for a job in the Community Services sector

  • All vacancies are advertised on each organisations website, (see the links above which will take you straight to the employment pages) as well as on Seek and social media pages like LinkedIn.
  • Applicants are encouraged to read the Position Descriptions carefully and to contact the listed contact person with any questions. This is also a great way to introduce yourself to the organisation and make your name stand out from the many applications.
  • Tertiary qualifications (ranging from Certificate III to Degree) may be required for some positions but relevant work experience is always highly regarded as it shows you can fit straight into the job.
  • Check to see if a cover letter is required and if so take this as an opportunity to really show your enthusiasm for the role.
  • Use the STAR (Situation | Task | Actions | Results) method when responding to the Key Selection Criteria and keep your answers to two or three paragraphs.
  • Don’t forget to highlight your relevant experience and passion for the role when responding to the Key Selection Criteria. Make the panel excited to read your application and to meet you at interview.
  • There will be two or three staff on an interview panel and for some positions, there may even be a second interview. The interview will include questions about what interests you about the role and your relevant experience followed by some behavioural questions.
  • Most organisations require some additional background checks such as a Police Check or a Working with Children’s Check
  • Always remember that every interaction with the organisation is part of the recruitment process, so make sure even a phone call to book an interview is handled professionally.
  • If you are successful in getting the job, each organisation offers, a comprehensive orientation and induction process and further professional development opportunities are available.

Don’t forget to book into one of the Skills and Jobs Centre’s workshops for help with your application, interview preparation or job search strategies. For more information and current workshops please visit: http://www.thegordon.edu.au/skillscentregeelong-org-au