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By Richard Triggs published in The Sydney Morning Herald and The Age on Saturday. Having been a recruiter for more than 20 years, I have met thousands of professionals to discuss their career goals. Typically, they are looking for advice in three areas – how to get a promotion or pay rise with their current employer, how to change employers or industries, and how to move to a “portfolio” career (i.e. consulting to multiple companies). If you’re trying to work your way up the career ladder, let’s take a look at what it takes to reach your full potential. Many...

The world is very much at the tail end of the Covid-19 pandemic. Business optimism is high (regardless of what you hear in the media), organisations are growing, and candidates are back to being active in the market and looking for new opportunities. There has definitely been a cultural shift in the way people are looking at their careers and the way they wish to be engaged with their employers. Working from home, working part time, telecommuting and contracting versus permanent employment are not new phenomena. However, the zeitgeist has definitely changed as more and more people want these alternate...

Looking for the inside scoop on recruitment strategies and the future of work? Our guests for today, Richard Triggs and Cherie Canning, are here to share their wealth of knowledge, insights and how they've navigated the waters of change during challenging times.

Sharing knowledge about advancing your executive career is one of my favourite things to do, and I had the pleasure recently of speaking to MBA students at the Queensland University of Technology Graduate School of Business (QUT GSB). It was a lively session and we covered a lot of ground, including: CV strategies Using storytelling Building your brand Making career transitions How to work with a recruiter Accessing the hidden job market How to leverage LinkedIn …and a whole lot more.

I’ve recruited more than 1,000 people, and this is exactly how to impress an executive recruiter This is how you maximize your chance for getting shortlisted for a position. In the last 20 years, I have recruited well in excess of 1,000 senior executives coached over 2,500 people in relation to their job search. Two of the questions I am most often asked are “How do I get recruiters to pay attention to me?” and “How do I maximize my chances of getting shortlisted for a role?” Let’s say I am recruiting a CEO role for one of my clients,...

As an executive recruitment consultant with over 20 years’ experience (14 years running my own company), I have recruited well over 2,000 senior executive and board roles for my clients.  I’ve worked across almost all role families, all industries (including government and not-for profits) and throughout all of Australia and internationally. As a result, I probably get between 15 and 30 enquiries a week from people wanting advice on how to get c-suite (CEO, CFO, COO etc.) and board roles. I wrote a book, “Uncover the Hidden Job Market”, I host monthly webinars dealing with this topic, plus I have coached hundreds...

As an executive recruiter with over 20 years of experience, I am regularly asked by both jobseekers and employers what substantive changes or trends are affecting the recruitment industry. The reality is that technology and human behaviour (in relation to finding jobs) have significantly changed, yet in many respects, both in-house and third-party recruiters continue to operate using antiquated models that are not effective any more. Traditional recruitment In the pre-LinkedIn world, employers would rely on third-party recruiters for the bulk of their hiring needs. As an example, a mining company requires a new chief financial officer, so they go...

The workforce landscape has undergone a significant transformation, influenced by diverse factors such as Nigeria’s “japa” syndrome, the global “great resignation,” and the paradigm shift in work attitudes brought on by the Covid-19 pandemic. For employers, these changes have been both unsettling and challenging, as they grapple with the fear of losing valuable talent to alternative opportunities and abrupt departures, leading to a post-traumatic stress reaction when it comes to recruitment efforts. The repercussions of these trends now shape employers’ mindsets and impact their hiring strategies, amplifying the hiring crisis that predates the pandemic as companies become more cautious and...

As an executive recruiter with over 20 years’ experience, I’ve found it both amusing and frustrating to hear the same myths throughout my career.  Whether in good times or bad times, booms or pandemics, employers and recruiters consistently complain about the ability to attract and retain quality staff.  In this article, I’m going to focus on the “war for talent” and the “great resignation”. Myth One – The War for Talent When I first started working in the recruitment industry in 2002, I clearly remember being introduced to this term of doom and gloom, “The War for Talent”, designed to spread...

Whether organisations are listed or private, not for profits or government-owned corporations, everyone wants a competitive advantage and one of the best ways of achieving this is by attracting and retaining excellent talent. Some companies do this extraordinarily well; however most are missing out on attracting great people because of poor, antiquated and inefficient recruitment practices. Here are some things you can do to vastly improve your ability to win the 'war for talent'. Focus on your brand as an 'Employer of Choice' Prospective employees have greater choice than perhaps ever before in where they choose to work. They also...