Did you Press the Snooze Button this Morning?

It is common practice for many of us. The alarm goes off and we immediately start justifying why we can stay in bed, just 10 more minutes, I won’t wash my hair this morning, I’ll eat my breakfast at work, it’s cold, I feel a flu coming on…. the list goes on. Sometimes there is no thought —  it is just so routine — the hand instantly reaches out for that snooze  AND what have we done, we have just started our day with an act of procrastination.

I recently re watched a great Ted Talk by Mel Robbins called “How to Stop Screwing Yourself Over”

In this she says “Getting what you want is simple but it’s not  easy.”  The space between getting what you want and where you currently sit lies in the activation energy. In any area of our life we want to change, we are “never going to feel like  .”  It requires force…. activation energy, which the Oxford dictionary defines as “the minimum quantity of energy which the reacting species must possess in order to undergo a specified reaction.” In other words we need to put a bit of elbow in it to make it happen!

This very first decision in our day as Mel Robbins explains, is a chance to experience the activation energy required to accomplish change. It’s not easy, but have you ever regretted it? Most likely your day was a lot more productive because you started the day with action rather than delay.

This is part of what yoga and all these trendy body fitness challenges makes so powerful. By pushing through physical challenges we learn to push through mental ones.

Every day we are full of ideas, but what keeps us from activating that energy to make these happen.  As Mel Robbins says it’s the “F word”… “Fine.”  We get comfortable feeling fine and the truth is we will probably not ever feel like it. I’m going to add another  “f” word — fear.

I have to admit, I pressed my own inner snooze button a few times writing this blog. I love writing, I write blogs in my sleep, on the train, even during yoga…. in my head! But for some reason getting them down to paper and actually sharing them, that’s another story.

Let me tell you, the activation energy that took me to actually press send on this was immense.

Then I thought of a recent talk I went to by Brene Brown, most commonly known for her Ted Talk on The Power of Vulnerability.   In this particular talk she shared her inspiration behind her latest book, Daring Greatly. It came from a difficult moment in her life when she discovered the following quote by Theodore Roosevelt:

 “It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly……”

I think of the leaders we work within my industry and the ones I most greatly admire, the ones with whom we get to do the most meaningful projects. They are the ones who are the first to put their hand up for 360 Feedback, to be challenged on their thinking and to recognise that to create change in their organisation things might get uncomfortable. They channel that activation energy, they get in the arena and cheer others along the way to do the same.

Whether you are job hunting, relationship seeking, trying to create change in your organisation or avoiding a difficult conversation, it’s not going to happen without force.

So I dare you tomorrow to set your alarm for 30 minutes earlier, when your alarm goes off don’t press the snooze button, tap into that activation energy, get up and get in to the arena.

By Elizabeth Loban


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“Not …..Another Poor Economic Forecast!”

The Beilby Blog this week is focused on business conditions, the global economic picture and how some industries are adapting.

I received the attached “Economic Conditions Snapshot by McKinsey” into my mailbox on Wednesday as many of you may have done, and just felt a bit dismayed as to how economic conditions have changed so rapidly. Or have they? It made me think do we get it wrong all the time and are we just thinking wishfully? Is it that we can’t see the forest for the trees and are we just living in hope? Alternatively should we just forget about being optimistic about economic conditions and just accept that the economy, global or otherwise will be two steps forward and one or two backwards for the foreseeable future. This view would certainly alleviate that sense of disappointment when surveys and findings are published that show regression and economic conditions slowing.

However this view doesn’t mean we can’t be optimistic or have a glass half full mentality because positivity breeds more positivity and leads to taking different solution to a problem and being more innovative …this is the key.

I know from discussions with key executives in the Mining and METS (Metal Equipment Technology and Services) sector the focus is all about opportunities and the ongoing need for innovation provided by challenging market conditions. There is no disagreement on challenging market conditions, the challenges will certainly be there in 2016 with the volatility around world markets and uncertainty surrounding commodity prices. What seems to be changing though, is the opportunity for innovation, to do things differently – something which has always been there, but where the take-up of these ideas was quite low (or took too long) in the past, due to the focus on proven production sometimes seemingly at any cost.

More and more we are seeing that mining companies and suppliers are challenging themselves to do things differently, and that’s not just around new technology and innovation, but also in new ways of approaching a problem or issue, and (cautiously) embracing these ideas if they work. For the METS industry, it is about how they can add value to their customers – and this is happening more than ever before.

METS companies need to find more than ever before ways to add value, whether through technology, innovation, or different problem-solving approaches. The need to maximise profit and improve efficiency has never been more important with less to go around given the challenging times – but mining will continue to remain an essential global industry, it’s just that some of what is being focused on may change and progress. What was important before will remain important, but other areas and ways of thinking will come to the fore which is a positive development.

Certainly optimism is the lifeblood to growing a business and creating opportunities.

McKinsey article here….



Stuart Chandler

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Where do your loyalties lie in the Recruitment Industry?

As a candidate in the market place you may be interested to understand how recruiters work and why they may be of help to you in your search. Essentially though you must take ownership of your own job search and career. Recruiters will often work with you but really their loyalties are to the company who engages them and not necessarily you! The client company (the organisation doing the hiring) pays the executive recruiter to attract the right candidate (future employee).

Recruiters come in many forms commonly Contingent, Temporary / Permanent and Executive / Search and there are numerous firms in the market place from large Global organisations to small “boutique” firms and individual operators. While it is true that some executive recruiters or “head-hunters” tend to work with candidates earning well above $100,000 per year, it is far from an accurate impression of the industry as a whole as the majority of roles on offer will typically be less than this.

The statement “I just need them to find me a role or select me for a role” would be pretty common in the market place. Gaining an understanding about how recruiters´ work and how they are engaged is key to manoeuvring the relationship to your own benefit. Regardless of the environment in which they work, each firm / individual has its own particular methodology, style, and industry focus. Some firms tend to focus on a particular industry, or have a team of recruiters focused in particular roles. An individual recruiter may have a certain specialty such as filling a particular job position within a certain industry. So you should feel confident that there is a recruiting firm out there that meets your needs; that focuses on your field of interest, location or job position. You will need to conduct research to find the recruiting firm that meets your particular requirements. Remember that the firm doesn´t have to be large to be an asset. Proficient smaller firms and individual recruiters can leverage their well-worked networks that put them in contact with a variety of job openings.

However remember their key loyalty must still be to the person paying the fee – the hiring company!

They operate as a “consultant” to their client company and are hired to give advice not just generate resumes. They are looking for the exact fit that the client company has requested and are there for less likely to press the client according to your needs in the first instance.

Some recruiters don´t expect or want phone calls and will contact you directly. Others do like you to check in periodically, but careful as to when this could be over-stepping the mark.

Loyalties aside the best part about working with an external recruiter is that you both usually have the same goal;

Getting you placed with the hiring company!

Bobbies blog

By Bob Milgate


Posted in Attraction, Development, Health & Wellness, Leadership, recruitment | Leave a comment

Protecting your Brand as an Employer

I have a friend who has been out of work for just over a year. During this time I have heard the challenges she has experienced in her search for work and also the frustrations she has faced.  Every day she would check the jobs on a range of jobs boards and apply for roles that were reflective of her skill set.  Whilst she wasn’t being overly picky in the type of roles she applied for – she was looking for longevity in her next job, so was really selecting only those roles that were a match for her experience.  That being said, on average she still applied for between 5-10 jobs a day.

Being a proud woman and one who took losing her job a year ago quite badly from both a professional and personal perspective, she has found the last year particularly challenging.

Interestingly – one of the things she found hardest to deal with was not the rejection – but the lack of contact from potential employers. She would regularly receive emails that acknowledged receipt of her application but advised that she would only be contacted if she was of interest to the organisation or (most of the time) did not receive anything at all – so was left wondering whether they had even received her application!

A lot of companies are concerned with their brand reputation and employer brand proposition – so imagine how that could be viewed when companies don’t respond to applicants who want to join their brand!

I understand that in today’s current economic environment, organisations are receiving a high number of applications for vacancies (often from candidates whose skills and experience are not even close to those required by the role) and it takes time to respond to every candidate and advise them of the outcome of their application. However, in a society that thrives on competition and high levels of customer service – adopting such customer focused principles within the core of a business would be a good place to start – after all – we never know who our next customers might be!!

So – if you are recruiting for a vacancy, getting swamped by CV’s and need some help to find that needle in a haystack – perhaps we can help. Our highly skilled team of consultants can review the applications you receive – provide you with a list of those most suitably qualified – contact the candidates to acknowledge receipt of their application – and advise them if they have been unsuccessful  – then you can take it from there!

By maintaining a focus on customer service that starts with your staff, although candidates may be disappointed they didn’t get the job – they will still have had a positive experience and will hold your organisation in high regard. I know this certainly was the case with my friend – who, by the way, has just been offered a great opportunity, starting on Tuesday!!

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Don’t take your eyes off the Ball!

This week has been my first business as usual week of the New Year, holidays finished, kids back at school, tidy desk, goals to meet and… job to get. For me this week was about hitting the ground running meeting contacts, making appointments, networking and reenergising the head of steam  gained through the first half of the year to ensure momentum is maintained and the financial year 15/16 is a successful one. All easy stuff really and when things are going well, you are busy and opportunities are being created it’s easy to become complacent and think things won’t change and momentum will just continue. The reality check is that change is guaranteed.

Today is Friday and looking back at the week its been busy and productive but still plenty to do to get that head of steam going again. Amongst a range of appointments and meetings there were four that stuck out for me, all with senior executives looking for new career opportunities. Two were recently on to the job market, one had been looking for about four months and for the other this was the beginning of month seven. Each of these four has different circumstances, experiences and timing in looking for their next senior position. To each I said the same thing…”Don’t take your eyes off the Ball”.

“What ball? It’s not a game!” No it’s not a game but it’s a good analogy for advancing your career! How many teams concede a goal or a try after they have just scored or tennis players their services broken immediately after they have broken serve…happens all the time. As we know they sit back, lose concentration, relax even a little and bang…back to square one and having to do it all over again!

In other words don’t become complacent when pursuing that next opportunity. I have spoken to many executives who have told me, as they progressed through a job application process and interview two became three and four, followed by personality assessments, reference checks and even an interview overseas, that they stopped applying for other opportunities assuming this was in the bag only to find out they were Runner–up (see my previous blog for tips on being the runner-up!). Yes, it is difficult and time consuming applying for jobs and it is easy to fall into a false sense of security as you successfully progress  through a selection process but my advice is don’t become complacent and don’t lose sight of the main aim…to secure that career move.

Not being the preferred candidate is not the only  reason for being the Runner-Up. Many other external factors can come into play, company priorities change, restructures take place, economic conditions take affect; positions are put on hold or a global recruitment freeze.  There are a myriad of things which can occur that are outside of your control that can lead to you not securing that job after having invested so much energy and time, it could be months in some cases. Additionally it may be your decision not to accept an offer, the remuneration is not what you had expected, the job conditions are not acceptable to your lifestyle, too much travel, the list goes on and on. Better to have a number of “irons in the fire “and be at various job application stages in order to maximise your opportunity. (Also refer to another blog “I think I’ve left my Networking to Late”). Just like moving around the room at a business conference keep the networking going in your job hunt and ‘Don’t take your eyes off the Ball!’

Stuart Chandler

Posted in Career Management, Current Trends, Development, Uncategorized | Leave a comment

‘Keeping in contact with your old bosses’

Following on from an earlier piece on the importance of networking and how it can be instrumental in helping you find your next role, I thought I would add a little more to the topic by covering the aspects of why it is vital to keep in contact with your old bosses and how to re-establish contact with them if some time has passed. It is something that seems fairly obvious but few people manage to do it well.
At the very least your old colleagues, supervisors and bosses are a good source of information relating to your past working career, they can write a letter of reference for you. They can confirm to a future employer that you performed certain tasks, achieved set goals and were employed between the dates stipulated on your CV. Old bosses will hopefully provide a  greater insight  to your future employer regarding your unique skills and competencies.
More importantly, old colleagues and bosses form part of your network, and they in turn have a network of their own that you can potentially tap into.  Assuming that they still work in your sector, and through knowing your background and capabilities, they are usually excellent sources of information, alerting you to new opportunities or perhaps helping you settle into a new role.
So it is easy to see that this is something we should all do, but generally most don’t. Sometimes it can feel awkward and you’re not quite sure of the right approach. Perhaps we don’t feel we have much to say and often we avoid situations where we can appear needy or desperate. There can be many excuses but the reality is maintaining contact with your old bosses can be highly beneficial for your career.
Through research and my own experience I have come up with a few suggestions on how to re-establish or maintain regular contact with past employers.  There is nothing ground breaking in this information, hopefully it will just act as a reminder that there are some simple contact strategies for you to follow. Also it is worth giving  some thought to the relationship you had and the relationship you want for the future, be it; a friend, mentor, referee or simply a business development contact. Once this is clear all that’s left is selecting the most appropriate and comfortable contact strategy for your approach.
Social Media
The most common, less formal and simplest way to stay in touch with past employers and co-workers is to add them as a connection through various Social Media platforms, particularly if you just want to make sure you have a way to contact them at some point down the track.
From a business perspective, connecting on LinkedIn is better than connecting on Facebook, in a lot of cases you don’t want to share your personal life with your co-workers! Also, the fact that you can contact second-degree connections on LinkedIn, adding your former boss and colleagues allows you direct access to additional professional connections that can be of value when seeking a new role.
Facebook and Twitter are generally considered to be more appropriate for your informal contacts, however they are still useful for advice and information regarding potential job opportunities, but you need to be aware of the information you will be sharing with these contacts.
Send Useful Updates
Useful updates can cover both personal and professional information and sending them to old bosses and co-workers is a great way of keeping in contact. However make the information relevant to the individual you are sharing it with and personalise the news so that they don’t feel like one of a crowd. Perhaps you’ll want to let them know of any promotions, job moves or other significant life events. If you find articles about industry trends or a particular business issue you know will be of interest, send it to them.
Celebrate the Holidays & Birthdays
Sending a Christmas card and or a birthday card is a simple, once-a-year way to remind former bosses or colleagues that you exist and that you care. Personalise it with a little information about yourself and ask a couple of questions that invite a response. Let them know if you’re open to new opportunities.
The “Shared Interest!” email
This is a great way of staying in contact, if there is a shared interest take advantage of it and send an email or maybe a link to whatever it was that made you think of them. There is always the possibility of meeting up with them at a networking event or an opportunity to invite them to a particular event that you know they will find interesting.
Having a Coffee
We live in a coffee culture, having a coffee with a previous boss is a great way of catching up to share your current situation or to ask for advice or information that can help in a job search scenario. It is a simple thing to do and you are unlikely to be turned down.
Staying in touch with your old bosses and colleagues is not hard, but you do need to be organised. Once you have built your contact strategy make sure you diarize all the appropriate actions, dates and frequency. One thing to be mindful of is over communication. It is important that you are not seen to be only making contact when you need a job. The key is to have a plan and be genuine. Most professionals can recognise networking when it is done well, so go for it!

By Nick Verkerk

Posted in Attraction, Career Management, Current Trends, Development, Leadership, Retention | Leave a comment

I Was Runner-Up….Again!!

I recently ran in a 4km Charity Fun Run. It was just before my 50th birthday so I just snuck into the 40-49 Age Group Category. As a runner I stay pretty fit and look to keep in shape, do the right things diet wise, to generally feel like if a fun run comes up I’m ready to give it a go. Something unusual happened on this occasion – I won! I’ve never won a fun run before and I didn’t actually find out on the day but a couple of weeks later when a little placard arrived in the mail. I was chuffed. I had prepared well and I did feel on the morning of the race like I wanted to give it my best shot so took off at a pretty fast pace and was exhausted at the end of it so I knew I’d emptied the tank – can’t ask for more than that!

In my role as an executive search practioner I’m often telling candidates they have been unsuccessful and effectively have been the Runner-Up, yes I have now won a fun run but forever have been one of many runners-up, but I had a goal to eventually win one and it happened.

It did get me to thinking though about the similarities between preparing for a race and preparing for a job interview and the steps taken to winning a job and whilst a “fun run” is no comparison in terms of the high stakes to winning a highly sought after position, preparation for both is everything. It is only through preparation that you give yourself the best possible opportunity – if you prepare well your chances increase, provided of course you have the right fit and the critical competencies required for success in the role. Fitness for running and fitness for jobs.

Having recently congratulated the successful candidate (the winner) on their appointment to the position of Australian Managing Director to a global capital equipment business for a search I had been conducting, my attention turned to the Runner’s-Up. I have discussed this previously in blogs in terms of providing meaningful feedback for use in the next job interview process, but what struck me from discussions with more than 90% of Runners-Up in their feedback to me was about how much they obtained from the process and how they are better prepared for the next interview and job application because of it, in terms of preparing them for the next interview. Whilst no-one wants an exhaustive interview or application process with no learning or constructive benefits, it’s important to leverage each application process and use it as preparation for the next. An application process which elicits greater reflection about strengths, areas to develop and articulating actual experiences is one that can only be of benefit, as long as you’re willing to make it so.

Beilby Recruitment adheres to a robust selection criteria for candidate assessment which includes cognitive and personality assessments utilising the world leading GeneSys system managed and delivered by our OPRA Organisational Psychology partner. In addition, a behavioural based interview process, the completion of a critical competency questionnaire and at final shortlist interview the utilisation of a work sample test, where a 15 minute presentation is required on a strategic workplace scenario which a candidate has 24 hours to prepare for.

I’m sure I am preaching a bit to the converted but preparation, for any interview be it with an executive recruiter or the employer themselves is vital after all you want to give yourself your best shot at gaining that win or learning from it to get closer next time.

Whatever sport or other interest or hobby you have an important part of getting the most out of it is knowing the rules and leveraging your strengths.

Preparation allowed me to achieve my goal below….

stuart c


Posted in Attraction, Career Management, Current Trends, Development, Health & Wellness, Leadership | Tagged , , , , , , , | Leave a comment