Is there is a correlation between working overseas and progressing your career? And what are the factors that need to be considered before accepting a position overseas?

In a global economy, the opportunity to work abroad has become both more common and easier to organise. And, according to research undertaken by Healthy Companies International, offshore experience is more frequently becoming a prerequisite for top-level executive jobs. An examination of the career paths of C-level managers at Fortune 100 companies found that seven out of 10 had held management jobs in different countries. A decade ago, this figure was fewer than five out of 10.

But should every individual looking to further their career seek and accept an international job placement? Despite the correlation between international job assignments and career progression, there are a number of caveats for achieving success in an international role. Moving overseas for work is a significant decision. If you’re considering accepting an international job assignment, there are a number of elements to take into consideration to help you make an honest assessment of whether it’s the right decision for you.

• Your personal suitability
  Not everyone thrives when they are out of their comfort zone. Generally, successful expatriates have a sound knowledge of international business as well as a willingness to learn and take in new information. Openness to different cultures and an acceptance of the culture specific to the country where the job opportunity is located is essential, as is the ability to build strong relationships with those around you. Moving abroad presents significant challenges, so it’s important to make sure that you are ready and prepared – both emotionally and from a skills perspective. If you accept an overseas position, consider which skills you need to brush up on before making the move.
• An understanding of your host country
  It’s important that you have a thorough understanding and knowledge of the country you will be living in. This includes cultural and political factors, but also an idea of what your day-to-day life will be like. Know what you’re getting yourself into by speaking to people who have worked at the location. It’s also important that you understand the financial differences and cost of living in the specific country so that you can negotiate an appropriate salary and package. Your company should make adjustments for cost-of-living differences and cover all move related expenses.
• Implications for your career
  Consider the longer term career implications of moving abroad for a new job. How will the role expand your skill set and provide further career growth and development? Many people are concerned that when they move internationally they will fall off the radar of the decision makers in the company – the old ‘out of sight, out of mind’ conundrum. Communication technologies such as Skype, e-mail and video calling reduce this risk, but it’s wise to stay in contact with your existing network and report back to managers at home to keep them updated of your progress and successes.
• Relationship management
  Aside from the professional pressures of relocating abroad, relocation can place enormous emotional pressures on your partner and/or any family members making the move with you. It’s important to consider how the move will impact your partner and any children. For example if children are involved, what schooling will be available for them? And does the move provide some work opportunities for your spouse as well?
• Your contract
  Know your contract, and make sure you are happy with the terms and conditions as well as the benefits and bonuses. For example, does the contract reflect the verbal agreements made regarding trips home and expenses? It can also be prudent to outlay a structured time period for an overseas stint in your contract. This helps ensure that you have job security should your role be made redundant while abroad, and a job waiting for you at the end of the assignment.

An overseas role can be extremely rewarding and provide immense career benefits as well as an opportunity for personal growth. But it’s important to have as much information as possible and honestly assess whether it is the right move for you professionally and personally. If not a considered decision, an international job assignment does have the potential to be a negative experience.

Have you relocated to a foreign company for work? What were the benefits and drawbacks of your decision? Share your experience in the Comments section below.

Related Links:
Making your next career move – when is the right time?
Local works continue to head across the ditch
Stepping up: applying for a management role
Search for jobs in Australia
Search for jobs in New Zealand

Regional Managing Director Phil Guest digests the latest Australian employment market research from Michael Page.

Our latest Michael Page Employment Index points to continued stability for the Australian employment market over the next few months. Over 60% of the employers we surveyed expect business conditions will remain stable or improve in the second quarter, with recruitment activity also predicted to remain relatively steady for most businesses (61%).

Employer opinion was mixed regarding the impact that weak economic conditions in the US and Europe are having on the local economy. Results showed an even split between companies thinking there will be a high or moderate impact (40%) and those that believe impact will be low (41%).

This latest research confirms what our team has been seeing here in Australia for some time – that certain sectors like financial services are feeling the impact of global economic conditions, while others are not (e.g. mining and resources). Even down to an individual business level, there are different experiences and different perspectives on how economic woes overseas are impacting business activity here in Australia.

Most of the companies we surveyed intend to keep headcount steady over the next few months, with about 1 in 5 planning to increase their staff numbers. Over half of these new roles will be in front line areas like sales and business development. This is an encouraging sign because it demonstrates how businesses continue to see opportunities for growth in the current market.

As always, talent management remains a key concern for employers across Australia; especially the retention of their top performers. Some 80% of the employers we surveyed will be paying particular attention to staff retention strategies in the second quarter – a similar trend to last quarter’s results.

Read the full report here Michael Page Employment Index – Australia, Q2, 2012

What’s your view on the Australian employment market? Share your thoughts in the Comments section below.

Phil Guest
Regional Managing Director, Australia & New Zealand
E philguest@michaelpage.com.au

Related Links:
Michael Page Recruitment Services
Employer Resource Centre
Australia Salary & Employment Forecast
Search for jobs

Regional Director Pete Macauley reflects on the latest New Zealand employment market research from Michael Page.

Employers will need to rethink their attraction and retention strategies in order to stem the flow of white-collar professionals leaving to work in Australia over the next few months.

Just over 30% of the employers surveyed in our latest Michael Page Employment Index believe that local professionals will move to Australia to work in the second quarter of 2012. Most respondents thought this would be due to a combination of reasons, such as international experience and lifestyle. The prospect of better pay and the perception of career progression opportunities in the larger job market are also considered key incentives.

The trend of New Zealand professionals relocating to Australia isn’t new – it’s a key government focus and something we’ve continued to see in certain sectors over the last 12 months. Obviously talent management needs to be high on the radar of employers looking to keep their best people. Some 77% of the employers we surveyed will be focusing significantly on staff retention over coming months, with 40% of companies looking to offer training and development programs as an incentive for top performers to remain with their business. Despite these efforts, half of the employers we surveyed are expecting the migration of workers to cause skills shortages in some sectors over the next 3 months.

The good news is that some domestic employers intend to increase headcount over coming months in order to take advantage of stable business conditions in New Zealand. This will provide New Zealand jobseekers with greater career options, and may help to keep local talent in the country.

What’s your view on the New Zealand employment market? Share your thoughts in the Comments section below.

Pete Macauley
Regional Director
E petemacauley@michaelpage.co.nz

Related Links:
Michael Page Employment Index – New Zealand, Q2, 2012
Michael Page Recruitment Services
Employer Resource Centre
New Zealand Salary & Employment Forecast
Search for jobs

Social media has become a critical channel for professional networking. With over 120 million users worldwide, LinkedIn is a powerful tool for professionals to market themselves and expand their professional network. And when used appropriately, Twitter is also a useful channel for those looking to share news and become a thought leader in their industry.

The Facebook waters, however, are a little murkier. Research suggests that the lure of Facebook as a professional networking platform is actually decreasing. A 2010 study on how executives perceive and use social networking platforms found that only 20% of executives – CEOs, vice presidents and others – cited Facebook as a professional network in 2010, compared with 51% in 2009.

But with 750 million active users worldwide, is it still an important platform for professionals to be present on?

There are two major schools of thought. The first is that Facebook is geared more towards engagement with friends, and if professionals have profiles they should be private and personal. The other is that professionals can harness the personal element of Facebook to foster improved professional relationships. Facebook apps like BranchOut, BeKnown and Talent.Me are also making it easier for professionals to connect with each other, share jobs leads, and shift traditional offline networking towards the online space.

For those who believe that professionals on Facebook should maintain private personal profiles, strict privacy settings should be implemented and efforts made to separate personal and business relations. See our blog post on maintaining your online reputation for more information.

If you’re interested in using Facebook as a professional platform, here are some guidelines to ensure your presence sets the right tone:

- When you fill out the information section of your profile, clearly outline your company and position. Also add any other relevant professional information, such as past employers and academic history. Be sure to also link back to your company’s website or any other relevant web pages.

- Make sure that your profile picture, photos in albums and the photos that display at the top of your profile page are professional and appropriate. If you’re hoping to network, you want photos of you that mirror your professional image.

- ‘Like’ and engage with other relevant profiles, such as industry groups or your company’s pages. By posting your professional insights and engaging with interest groups and communities on Facebook, you can help to establish yourself as a thought leader – not only within your company but also across your industry. ‘Like’ the pages of causes or interests that both you and your company support (Check out this article on Mashable for more tips on how to use Facebook groups for networking).

- Make sure you have something valuable to say. Post relevant industry news, opinions and thoughts on topical matters, or ask questions rather than sharing the everyday details of your personal life.

Remember…

Maintaining a professional tone on your Facebook profile is important – but don’t forget to let your personality shine through. Facebook is also a great platform through which your colleagues can get to know you better as a person.

When it comes to professional Facebook profiles there are both pros and cons. Facebook attracts both businesses and individuals, which blurs the line between social and professional networking. While it is possible to use Facebook both personally and professionally, you should decide the overall purpose of your Facebook page and engage accordingly.

Do you think Facebook is appropriate for professional networking? Share your thoughts in the comments below.

Whether you’re looking to move up in your current organisation or are searching for greater responsibilities in a new role at another company, there’s a lot to consider when it comes to taking on a managerial role.

Many organisations elevate their top performers into management positions as these individuals are often regarded as the trusted experts in their area. Unfortunately, by promoting an individual who hasn’t developed the right skill set and experience to navigate the management playing field, an organisation can end up with an ineffective manager and a demoralised team.

So what do you need to know before you take the critical step into management?

Know what you want, and what’s expected of you as a manager

While it’s easy to get a little side tracked by the offer of an impressive title and increased salary package, moving into management takes some careful consideration. Looking past the immediate gains, there are some potential personal and lifestyle costs, such as increased daily pressure and longer working hours. For some individuals, the costs won’t be worth the benefits.

Some questions to ask yourself before you step up into a management role are:

- Am I comfortable making decisions?

- Will I enjoy driving a team to succeed?

- Am I willing to confront people about their behaviour or performance?

- Am I willing to let my team and the group’s performance become the critical indicator of my own?

If you’re unsure, don’t feel ready to tackle the above scenarios, or feel you’re more motivated by being an exceptional individual performer rather than banking everything on a broader team, a managerial role might not be the best fit for you. Alternatively, you may decide that being a manager simply isn’t part of your personal career goals.

Becoming a manager: what are employers looking for?

If you decide you are ready to step up and prove yourself to be an effective leader, you’ll need to show your current or prospective boss that you’re ready to take on the additional responsibility. This is especially the case if you don’t have previous experience in a managerial position. Here are some of the skills employers are looking for in their management team:

Soft skills – when it comes to hiring an effective manager, most employers are looking for soft skills as much as serious technical qualifications and abilities. You can be the highest performing person in your team, but if you’re not a particularly good listener or you don’t buy into the company vision, you’ll be much less likely to be given managerial responsibilities. Other important soft skills include negotiation, time management, delegation, teamwork and communication.

Leadership – one of the most important soft skills a manager should have is the ability to inspire, direct and lead others. While you’re responsible for managing a team, you can only do this well by being an effective leader. A good leader leads his or her team towards a particular goal or vision, guiding them through challenges and hurdles to achieve a clear objective. Creativity, magnanimity and even a good sense of humour are all traits that can assist you to become an effective leader.

Administrative and financial understanding – you don’t need to be an accountant to become a manager. However, team managers do need to demonstrate an understanding of administrative processes and basic financial models because they are usually responsible for internal budget allocations. Budget management also involves working with other teams and departments to complete projects and meet deadlines, so will impact the output of your broader team.

Having a clear understanding of these factors will give employers confidence in your ability to make the move into management and look after a critical component of their business – the employees.

What do you believe is the most important management skill?

Chris Grant
Director
Michael Page Human Resources

“Regardless of age, regardless of position, regardless of the business we happen to be in, all of us need to understand the importance of branding. We are CEOs of our own companies: Me Inc. To be in business today, our most important job is to be head marketer for the brand called You.” (Tom Peters, 1997)

The concept of ‘personal branding’ has gained momentum over the past few and become somewhat of a buzzword for modern professionals.

But what is a personal brand? In brief, it’s a way for people to know what you’re about through the creation of a cohesive representation of yourself that is portrayed to the world. We all know high profile individuals with a personal brand. Think Oprah Winfrey, U2’s Bono and various public figures and politicians. They have all established an identity in the public realm – their personal brand – that enables others to have a level of understanding about the type of person they are.

Looking beyond the hype, personal branding is an important consideration within the professional context. The pervasiveness of the internet and the flourish of social networking sites has made it essential for any professional with a presence on the internet and networking sites to mould and manage their personal brand.

Why is personal brand important

Your personal brand is important because it is the image and representation of yourself that others are presented with when they actively seek you in an online environment, as well as the image that you choose to project in face-to-face interactions. Whether we are aware of it or not, all of our activities online –on Facebook, Twitter or LinkedIn – form an online personal profile that is searchable. And today, more and more employers are using the internet to conduct employment background searches and gauge an idea of the character and interests of their potential employees.

Actively creating a personal brand and representation of yourself online allows you to have a say in how you market yourself and gives you control in crafting an accurate picture of your identity, rather than that happening purely by default. While social networking sites are predominately about engaging in a social environment, it’s wise to view them – and be aware of them – as platforms on which you can build your personal brand.

How do I build my personal brand

Your personal brand needs to be constructed so that it is easily articulated in an online environment, as well as clearly communicated verbally and through behaviours and actions. Because you will ‘live and breathe’ your personal brand, It’s essential that your brand is genuine and a accurate depiction of who you are.

1. Work out what you’re passionate about. Your personal brand must suit and reflect your likes and interests. What is it that you want to do, and what attributes and qualities express your passion? If you want to be a professional speaker, market yourself as someone with public speaking skills and ambition in your field of expertise.

2. Establish and manage a presence on social networks. Create profiles that reflect your passions on social networking platforms. Maximising your LinkedIn profile to reflect your interests, skills and ambitions is essential. If you are active on Facebook and Twitter, make sure your profile and the information you share on those platforms is consistent with the overarching tone and message of your personal brand.

3. Make a plan for yourself – how will you use your personal brand? Just as any commercial or corporate brand has plans, goals and targets, you should create a development path for yourself that leverages and buoys your personal brand. Start making contacts, decisions and planning career moves that are in line with your brand.

Thinking about your personal brand is particularly important if you are seeking a pay rise, or are considering changing jobs or careers. By creating and shaping your personal brand, you can gain a clearer idea of what you want to achieve, how you need to be perceived to get it, and how you can market the necessary attributes to the relevant audiences.

What’s your top tip on personal branding? Let us know in the comments below.

Linked-In, Twitter, mobile apps, RSS feeds, smart phones, tablets… The list goes on. It seems that if you’re not connected to the latest technology then you may find yourself left behind in the job market. Mobile technology has changed the way we communicate in virtually every aspect of our lives and most of us are rarely more than an arm’s length from our smart phones.

A Morgan Stanley analyst report predicts that by 2014 the internet will be more frequently searched on a mobile device than on a computer. This has huge implications for the recruitment industry, which is quickly embracing this new technology.

Gone are the days when job seekers had to wait for the weekly recruitment section in the newspaper, handwrite a covering letter and mail their CV to the recruiter or agency. Today’s job seekers are connected and online, anywhere, anytime.

US online job site, Beyond.com published statistics in November 2011 showing that 77% of job seekers use mobile technology in their job search. Over the past year there has been exponential growth in the number of candidates searching for jobs on their mobile devices in Australia too.

The advantages to job seekers are clear and the obvious benefit is speed. Candidates are able to stay informed and react quickly to job advertisements, and get in front of prospective employers before the competition. Flexibility is also a key feature. Busy professionals are able to search for positions during their commute on buses and trains, while waiting for their morning coffee or taking a stroll in a park, during break times at work or just about any time they have a spare moment. Many job seekers also find it appealing that mobile technology is discrete. The small screen, headphones and portable nature of the device allows for privacy and discretion during the job seeking process.

Most online job applications such as MyPage allow candidates to organise their job search process by registering for job alerts, so they are notified as soon as a suitable position is advertised. Job seekers can also save and refine searches, and keep a record of the jobs they’ve applied for online. An uploaded CV allows candidates to apply for jobs while they’re out and about.

Access to social media is also a valuable tool, with most sites optimised for mobile devices, making them ideal for job seeking on the move. Sites such as Linked-In allow head-hunters to locate suitable candidates and for job seekers to connect with their network and keep their ear to the ground.

Some job seekers are even getting creative by uploading YouTube videos to pitch their skills in order to stand out in increasingly competitive job market. Equally, recruiters are turning to video as a way to attract new employees, by posting interviews of existing employees talking about their positive experiences with the company.

The use of mobile applications doesn’t end once an interview is on the cards. For example, some sites use automated tools to schedule interview times. Candidates can also hone their interview skills online while commuting, and check the location of the recruiter’s offices.

With mobile technology there’s no need to sit at your desk waiting for the phone to ring or email to land in your inbox. The world of recruitment is accessible wherever you are, whenever you want it.

Is your smart phone or tablet making job hunting easier? Have you checked out the new Michael Page mobile site?

Richard Wynn, National Director for Marketing and Retail, talks about the state of the Retail market over the past 12 months and expectations for industry performance and recruitment activity for the year ahead.

Over 2011 the Retail market was a game of two halves. At the start of the year the market looked promising, with some incremental growth in retail sales and a significant rise in the number of jobs available compared to the same period in the previous year.

By the middle of Q3 and going into Q4, the landscape had changed. Retail figures were declining and consumer spending during the Christmas period was lower than expected. This reality flowed on to retail recruitment activity, and while the number of Operations roles on offer remained relatively strong nationally, Buying & Merchandise roles were scarce.

One of the key trends impacting the Retail sector is the fact that consumers are increasingly cautious around spending. Faced with this reality, Retailers are trying to entice shoppers back into their stores and retail marketing plans seem to be on the back burner while they invest in loyalty schemes and on-shelf availability instead. Across the retail sector the consumer has been previously been ‘King’, but if they hold back spending too much more there is likely to be negative consequences for the broader domestic economy.

From a Michael Page International perspective, retail recruitment activity has remained relatively steady for our business in Australia over the past two years. This is despite events occurring in the rest of world, particularly in the US and Europe, because we have reacted to this accordingly. For example, we have shifted some of our business focus from Buying & Merchandise Planning to more senior level Operations roles, and will continue with this approach over the next 12 months. We have also launched the Michael Page Hospitality & Leisure business as there is a growing demand for professionals in this sector, and we are confident that this demand will continue.

The key employer concern for 2012 is retention. More and more professionals are registering with us while they are already in employment due to concerns around how their employers are reacting to the declining market. A large proportion of employees have indicated that they would ‘jump ship’ to another employer for a similar role, purely because they preferred the direction the business was going. Attraction is going to be another key challenge in 2012; businesses with fast and efficient recruitment processes will be in the best position to secure the most talented professionals.

While the Australian economy is still expected to grow by +3.3 per cent in 2012 based on data from the International Monetary Fund in September 2011, rising utility bills and growing uncertainty over unemployment are likely to negatively impact consumer confidence and spending patterns. In 2012, the winning retailers will be those that invest in future talent first, constantly innovate and refuse to sit on the sidelines.

How do you think the retail sector will fare in 2012?

The festive decorations have been packed away for another year and you’ve pinned the new calendar on the wall. Now what? Are you happy to be back to the same old routine? Or are you determined to do things better this year?

Most of us find the new year is a time of reflection. It’s an ideal time to reassess career goals and an opportunity to make changes. So, what’s the best way to organise your thoughts in order to set objectives and start the year travelling in the right direction?

Your Career Self-Assessment

Set aside some time to determine your priorities, considering both the advantages and disadvantages of your current role as well as your career goals this year.

Here are four key areas to consider:

Values: What’s important to you? For example, is it having more time with your family, progressing your career, continuously learning, or providing a better quality of life for your family? Take some time to reflect on the aspects of your career that have not been satisfactory in the past.

Interests: What aspects of your job do you enjoy doing? Reflecting on the achievements of the past year, what parts of your job gave you most satisfaction? Is there an opportunity to do more of the things you like in your current role?

Personality: What motivates you? Are your personal attitudes reflected in your work environment? Can your career needs be met by your organisation?

Skills: Consider your qualifications, experience, strengths and weaknesses. Do you need to learn some new skills to grow your career? Does your current role allow you to show your strengths? Does your salary reflect your skills?

Formulating Your Plan

Once you’ve completed your self-assessment, you should have a better idea of what you need to focus on to achieve the goals you have in mind. Work out how you can resolve any existing job issues and consider if your current role has the potential to take your career in the direction you want it to go.

You may decide that you should stay with the same company and make some meaningful changes, or perhaps it’s a time for a complete change of scene. Here are a few options to set some direction to your career objectives:

Grow In Your Current Role

If you make the decision to stay in your current role and think there’s room to grow, discuss with your manager how you can take on extra responsibilities or lead a new initiative. Ask whether there’s an opportunity for a secondment to another department or office. Alternatively, do some research and identify training courses that will improve your skills and assist with career progression.

Find A New Position

Perhaps your needs will be met by changing companies to a similar role in the same industry, or maybe you’re looking for a completely new role in a different industry. Whatever you decide, be sure to do your homework before you make the jump and fully understand what’s driving your decision.

Improving Work Life Balance

Spending time with family over the holiday season is frequently a catalyst to adjusting your work-life balance. If this is your aim, you should focus on how you can spend less time at work and discuss it with your manager. Maybe there’s an opportunity to work from home on some days to cut down on commuting. Can you train up a team member to take on some of your workload? Can you introduce more flexibility into your work days, or perhaps cut down the number of days a week you work?

Write down your career plan for the year and remember to review it regularly to check if you’re on track. Meeting with your recruitment consultant for an informal discussion can also help crystallise your career goals.

What is your main career goal for 2012?

Phillip Guest, Regional Managing Director of Michael Page International reviews the year that was for recruitment in Australia and shares his thoughts on the employment market outlook heading into 2012, the sectors to watch and where the hot opportunities will be.

A contrast between States

The domestic employment market over 2011 was a real contrast between the resources States and the others. In Western Australia and Queensland (excluding the impact of the floods) the white collar employment market went from strength to strength and most businesses found it
extremely difficult to find, attract and retain the skills they needed to continue to grow. This demand has continued right throughout 2011 and is expected to continue to be very strong in 2012.

In contrast to this strength, the rest of the employment market was mixed. 2011 started well with employment opportunities steadily improving post the Global Financial Crisis. This increase in hiring activity appeared to be in anticipation of a stronger market. However, unfortunately by mid-year the anticipated growth had not materialised and it was becoming more evident that the economy was beginning to be impacted negatively by developments overseas. This uncertainty led to lower consumer and business confidence levels and a marked slowdown in the willingness of businesses to take on new talent or for professionals to look for new roles. As the year finishes, many businesses have taken a “wait-and-see” approach for the Christmas and holiday period.

Sector Strength and Skill Demand

In terms of sectors, the standout for 2011 was Mining and Resources. The ongoing demand for skilled professionals across the key energy and mineral projects has far outstripped supply. We expect this to continue and those businesses that can source these skilled professionals globally will have a distinct advantage over their competitors.

Other than the demand for engineering skills to support mining and resources, 2011 also saw good demand for marketing, retailing and procurement skills. In marketing, the demand for professionals with strong digital backgrounds has exceeded the available supply. This is expected to continue as businesses further develop their digital marketing plans. Despite the somewhat negative sentiment for the retail sector overall, we have seen strong demand for senior executives as retailers continue to deal with challenging marketing conditions, structural changes and intense competition. Procurement professionals also continued to be in high demand throughout 2011, perhaps reflecting the continued focus on costs given the difficulty that most businesses have had in growing their revenues.

Social Media

The use of social media by business has continued to gain momentum throughout 2011 and is now an important part of most marketing strategies. In executive recruitment it has also provided another channel for engaging with and sourcing talented professionals. As this channel continues to develop it will be interesting to see how social media sites keep professionals engaged as active users, particularly as in 2011 we have begun to hear of senior executives disengaging with social media and closing their accounts as a result of being inundated with unsolicited marketing and advertising from a broad range of industries, not limited to just recruitment. As businesses become better at marketing to this audience, the decision to switch off may develop into an increasing trend.

2012 Outlook

My expectation for the year ahead is positive. Most businesses have fixed their balance sheets, their cost base is much tighter and they are now primed to grow if the market permits. If we see more positive data out of the US and the European countries can agree on a plan to resolve their issues, we should see the employment market improve further in 2012. This is supported by our recent Q1 2012 Employment Index report for Australia which showed the majority of employers shifting their hiring focus towards revenue-generating roles in areas such as sales and business development. Asia will also continue to play an important role in the Australian economy. If Asia grows in 2012, then Australia will grow and the employment market will be better than that experienced this year.

Phillip Guest
Regional Managing Director, Australia & New Zealand
Michael Page International