The Career Advice for Parents service commenced 1 January 2012 and is part of the Building Australia’s Future Workforce (BAFW) package.

Career Advice for Parents is a free telephone service which provides professional, informed career advice by qualified Career Advisers to assist eligible parents in identifying transferrable skills, explore career options and develop a plan of action to help them achieve their employment goals.

The Career Advice service is only available via telephone. It does not include a face to face option.

The Career Advice for Parents can determine Eligibility, assist with Career Planning and Resume Appraisal

Career Guide

This guide has been developed to help parents make an informed decision about the next stage of their careers.

• Career Guide for Parents (PDF 1.99KB | DOCX 376KB)

Further Information

• Fact sheet (PDF 100KB | DOCX 59KB)
• Frequently Asked Questions (PDF 114KB | DOCX 71KB)

For more information and details, email ua.vog.rweednull@stneraProFecivdAreeraC.

Source: DEEWR

If you’re considering your career options and want to know what jobs show the best prospects, you might be interested in a recent IBISWorld report revealing which Australian industries are expected to demonstrate the strongest employment and wages growth in the years 2011 to 2016.

You might be surprised by what IBISWorld’s analysis has unveiled.

Child care services

The child care sector is expected to experience the greatest employment growth in coming years, with a projected 27 per cent growth by 2016.

The increased demand for child care workers will be driven by staff shortages, coupled with new government legislation requiring greater staff-to-child ratios as well as greater child care worker qualification levels (for example, a minimum Certificate III in children’s services). This will create increased demand for skilled workers and force wages up.

‘These legislative changes will come on line progressively over the next five years, increasing wage costs as operators will have to employ more staff – and pay higher rates for staff with further qualifications,’ says IBISWorld’s General Manager (Australia), Robert Bryant.

If you’re interested in getting into child care, check out a range of childcare and children’s services courses.

Veterinary services

Nowadays, being ‘treated like a dog’ isn’t such a bad thing if the range and popularity of veterinary services is anything to go by. Growth in the industry resulting from increased diversification and a wider array of pet services such as animal chiropractic, ophthalmology, dentistry and dermatology will create 26 per cent employment growth over the next five years.

‘We’re seeing a strong and ongoing trend of people spending more on their pets and it seems we just can’t do enough to improve their lives and prolong the time they’re with us. As a result, both veterinarians and veterinary nurses are in high demand, with wages growth tipped at around 4.5 per cent per annum,’ says Robert Bryant of IBISWorld.

This trend explains the popularity of DIY animal care courses as people seek to take better care of their pets – and perhaps save on vet fees in the process.

Integrated logistics

Transport and logistics is a $100 billion industry in Australia and is expected to expand by another 23 per cent by 2016.

Transport and logistics experts manage the transport, storage and distribution of goods into, out of and throughout Australia – from produce to minerals and manufactured goods for industry and the wholesale and retail markets.

‘This is a sector which has slowly been transformed from dusty warehouses and casual truckies to a sophisticated, hi-tech industry with integrated logistics networks employing around 370 000 Australians,’ says Bryant.

As the industry becomes increasingly complex, more sophisticated training is required. ‘Growth in international trade has reshaped these networks, which have become increasingly complex and therefore require highly skilled and well-trained logistics managers. Limited tertiary courses in this field and strong growth in demand has resulted in an undersupply of skilled labour,’ says IBISWorld’s Robert Bryant.

If you want to get in on the action, check out our tertiary transport and logistics courses.

Health

The ageing of the population is putting immense pressure on health services as a result of both increased demand and the ageing of the healthcare workforce. Of all sectors, health care is expected to experience the greatest wages growth – over 20 per cent by 2016 – and employment growth of almost 17 per cent.

There will be ongoing demand for qualified surgeons, anaesthetists, occupational therapists, medical technicians, radiologists, paediatricians and ambulance officers. Allied health professionals such as physiotherapists will also enjoy strong demand as their services become increasingly popular with the elderly. Assistants (such as physiotherapy assistants) will also be needed to help free up and better utilise practitioners’ skills.

‘Physiotherapists are in particularly high demand to manage conditions that become more prevalent with age, such as cardiovascular conditions, diabetes, arthritis and musculoskeletal problems; growth in household disposable incomes will further promote growth in this industry,’ says Bryant.

Browse health care-related courses.

Finance

The finance sector has rebounded remarkably since the economic downturn and rounds out the top five hottest industries, with expected growth of over nine per cent by 2016.

The area of greatest expansion in this sector will be the securitisation industry, with projected employment growth of 29 per cent between 2011 and 2016, and annualised wage growth of 20.8 per cent, according to IBISWorld.

Opportunities will also abound in share registry services, mortgage broking, foreign banking and superannuation fund management. Uni grads looking for solid career prospects would do well to seek jobs as business analysts, dealers, bankers and risk managers in these areas.

If a career in finance interests you, choose from our selection of finance courses.

Source:  CareerFAQ’s

Knowing that some readers of ERE.net are not in recruiting, I wanted to address a question that Todd was sent about how to get into recruiting. This is an appropriate topic for recruiters still green in their careers as well as recruiters with years of experience.

The questions were as follows:

1. How do I make the switch into the recruiting industry?
2. How do I leverage my industry knowledge while I’m there to gain enough experience?
3. And eventually start my own recruiting business?

Let me begin by answering the first question and telling you how I made the switch into recruiting. I’d been in the fitness industry, both in sales and working directly with members, for about eight years and really felt like a square peg in a round hole for much of that time. I moved from job to job, both in the health club industry and non-profit sectors. While out of work in 1992 it occurred to me that I should be looking at sales types of careers. I enjoyed sales and I had always been told I had the personality for it. I had a buddy who had been recruiting on Wall Street for many years and, when I told him I was considering recruiting, he said it would probably be a perfect fit for my personality and skills.

I subsequently found four firms to interview with, not having any clue about the recruiting industry. Remember, this was a time without the Internet or cell phones so I was potentially a lamb to the slaughter. Looking back on the interview experience I now know what the red flags were in the interviews. At that time I just didn’t get a good feeling about much of what I heard. Not sure why. Just didn’t feel right. So let me tell you about three of the four companies I interviewed with. (P.S.: All four wanted to hire me.)

One company I met with was a franchise firm. Its branding was that it was “expert” in about 20 different markets. That just didn’t sound right to me. Now I look back on it as the veritable Jack of all trades, master of none. On to the next opportunity.

Another company was privately held. I interviewed first with one of its recruiters who always did first interviews. I remember him saying, “We don’t need to lock our desks at night.” I thought that was a bit of an odd comment. All he did was put into my mind the question, “Why would it be necessary to lock my desk when I’m not here?”

Now I was concerned. He also made sure I met with one of the few women in the office so I’d know that there were other females working there. I was invited back for a second interview with the VP of the company (he was #2 in charge). As with any appointment, then and now, I always leave 15-30 minutes earlier than necessary just in case there is traffic. I was 15 minutes late for the interview, as there had been an accident on the highway. Remember, no cell phones. I was upset, as I can’t stand being late. Upon being introduced to the VP, I apologized for being tardy and said I’d left enough time but still got delayed by an accident. I’ll never forget his response, “I hate people who are late.” Needless to say, I didn’t join that firm.

The third firm was interesting, but too far of a commute for me. The fourth firm, and the one I subsequently joined, knew what they were doing when it came to recruiting recruiters. I interviewed with a number of people and it really knew how to sell me. It had a training program, and once I got my feet a bit wet I would get a territory and be sharing an office with the person who would be my mentor and teacher. I liked that.

The message here is that if you want to make the move into recruiting, be sure to do research and due diligence on agencies (retained and contingent) and corporate recruiting departments. With no experience it will likely be impossible to get a job in a retained firm or even a corporate recruiting department, outside of low-level grunt work while you’re learning. Contingent firms are usually more apt to hire folks with no experience because they will most likely be paying you on commission only. Less risk for them. More risk for you.

They each have their pros and cons. They each have different comp plans. Each of the firms I interviewed with had comp plans that were very misleading for a newbie like me. Three of the four had splits. They were in the neighborhood of 60/40, with 60% going to the individual who found the candidate and 40% to the person who found the job order.

What I didn’t realize (and they didn’t offer the info) was that this was a percentage of what’s left after the search firm takes its fee. For example, let’s say the total fee for a search is 20k. The split with your firm is 65/35. Therefore your firm takes 13K (65%) of the 20k fee and your share is 7k (35%) of the total fee. So if you were in a split fee arrangement with another recruiter in your firm as I said above, you and the other recruiter would split the remaining 7k 60/40, or 4,200/2,800.

No wonder so many contingent recruiters sling spaghetti against the wall to see what sticks. And don’t forget about the possible problems splitting fees inside a firm can cause. No wonder the guy at the second firm made a point of telling me about the not needing to lock their desks. The firm I joined gave me a territory and told me I’d get 100% of my search fees (100% of my split). When I first started, I got 30% of the total fee, so on a 20k fee I’d earn 6k. My contract also showed me when I’d move to the next commission level and would eventually reach a max commission of 50%. I didn’t have to worry about anyone else in the company poaching my territory or candidates.

Call people who no longer work in these organizations you’re interviewing with and ask why they left. Make sure you listen for sour grapes. Ask about their culture, the management, what type of training they provided, if they had a mentor, how the company pays, if there is a non-compete agreement and about the laws about that in your state, etc. If it’s a corporate recruiting job, also make sure you ask how the management perceives and works with its recruiters and if the management is committed to a recruiting department that works. Remember, actions speak louder than words.

In hindsight I joined the right firm for me. That said, there were things I didn’t like about it, which is why I left after nine years to work for myself. I liked that I learned so much of what I know now and kept what worked and threw away what didn’t work for me. They were wonderful at teaching both tactical and strategic recruiting methods.

I also know many recruiters who were in industry (in my case tech guys) who left tech sales or sales management and jumped right into recruiting, which partly answers both questions one and two above. How do I leverage my industry knowledge? Every guy I know who left tech called everyone they knew in the industry, starting with the companies they had worked for in the past. In fact, one buddy who has been recruiting for 10 years now said, “Most of my clients to this day are those who worked with me in the past who respected the fact that I had the strong operational experience and a reputation for reliability and integrity.” He has used his background in software to his advantage.

In and of itself, though, this isn’t enough to make you successful. You have to know how to recruit. In the case of this buddy, I’ll never forget him telling me that he had no idea how hard it would be to make the transition from software to recruiting. There was so much he didn’t know. He also told me recently that he’s “still learning. The dynamics of the marketplace have changed so much in the last 10 years, and as a result you have to adapt in order to succeed. The hardest part is learning to qualify both the client and thecandidate and making an objective assessment. The goal is to be a trusted advisor to both sides.”

Lastly, how do you start your own recruiting business? You can do it like the guys in the example above or start with a firm that trains you. The latter is my recommendation. How many years will it take for you to learn enough to go out on your own? I’m sure I’d get almost as many answers as recruiters I asked. So the answer is, “It depends.” It depends on whether or not you have a non-compete agreement. It depends on your relationship with your clients. Will they follow you? It depends on how much you know about recruiting, so that when you leave and are on your own, will you be able to know the answers to the hard questions or be able to get the answers you need?

I remember a situation with a candidate after I was about 12 years in the industry. It was something I’d never dealt with and was blindsided by it such that I lost the deal. You will run into situations that are new; maybe you’ll figure them out or not. I can only hope that when you do make mistakes you will learn from them so as not to repeat them again. Do you want to work by yourself or build a firm? There’s much less to deal with if you just hang up a shingle. If you have interest in people working for you, then there’s much more to consider, like training, payroll, splits, collecting fees from clients who don’t want to pay on time, etc.

The bottom line is that recruiting is a great industry. Ask yourself why type of recruiter you want to be. Do you want to be a recruiter who slings spaghetti or one who becomes a trusted advisor to your clients?

Source:  ERE

To begin with you will need to decide if you want to enter the field as a professional or in a trades/operations capacity. Targeting and researching a specific position in the industry is crucial to getting your foot in the door so you can get the necessary qualifications and market yourself appropriately. You may need professional help with your resume or enrol in a course to polish up your skills.

Professionals are tertiary qualified, usually with the minimum award of a bachelor’s degree in a specific field of study. Trades/operations workers are either skilled people who have received vocational training in a specific trade, or labourers with relevant training and experience.

Professionals

The mining sector encompasses the exploration, mining and processing of minerals, so there is a plethora of scientific, technical and engineering roles involved.

Geoscientist

In the context of mining, geoscientists are the experts who explore and evaluate the earth to locate minerals. Geoscientists also advise on methods of mineral extraction, environmental protection and rehabilitation of land after mining.

Extractive metallurgist

Metallurgists are the professionals who study and apply physical methods for separating minerals from their ores. Some of the methods used to extract minerals include electrical, magnetic, gravitational and chemical methods. If you have a science degree you can get a Graduate Diploma in Extractive Metallurgy to give you a strong start in your professional mining career.

Surveyor

Mine surveyors are employed to measure underground and surface mines. They maintain an up-to-date plan of the mine as a whole, including underground progress as well as surface developments such as new buildings or structures. It is their job to ensure that mine development stays clear of old mines and other obstacles.

Engineer

Engineering professionals are crucial to the building and operation of mine sites. Civil or structural engineers are the professionals who plan, design and oversee construction of building structures, transportation systems or hydraulic systems. Electrical engineers focus on the systems that generate, distribute, use and control electrical power.

Environmental scientist

Environmental professionals are responsible for applying scientific principles to develop ways of minimising harm to the natural environment. This may involve analysing pollutants, their sources and effects, as they relate to or are produced by mining. It may also involve finding solutions to rehabilitate land, water and air affected by mining, such as designing processes to treat waste.

Other professionals that work in mining

Mines are complex businesses as well as communities, so they require a pool of professionals with a range of skills to cover all the areas. These include not only other types of engineers – mechanical, geological/geophysical and electronic, to name a few – but also accountants, project managers, transport & logistics experts, health and OH&S professionals, human resources, lawyers and community relations, amongst others.

If you are a recent graduate looking for an entry-level position, you may need to enter an internship program or a specialised graduate diploma or degree in order to break into the industry.

Tradespeople/operations workers

Electrician

Electricians deliver electricity to buildings, structures and machinery by installing and maintaining electrical systems. Electricians are employed by the mining industry to ensure that electricity is always available to the various parts of the mines and accommodation areas.

Mechanic (diesel and plant)

Mechanics are needed to maintain diesel vehicles and equipment as well as plant equipment in the mining industry, ensuring that they operate safely and efficiently. Mechanics on a mine are required to diagnose, repair, tune and maintain diesel and petrol or gas powered heavy vehicles, as well as stationary engines on equipment such as generators, pumps and drilling rigs.

Metal fabricator

Working as a fabrication engineering tradesperson involves making parts or sub-assemblies by cutting, shaping, moulding and hammering metal. Equipment used includes hand-held tools, welding equipment or computer numerical control (CNC) machines. Some of the metal fabrication tradesperson positions available in mining include welders, boilermakers (heavy fabrication) and sheetmetal workers (light fabrication).

Driller

Drillers set up and operate drilling rigs to drill holes for mineral exploration. Drillers also operate equipment related to the activity around drilling and may be responsible for minor maintenance and repairs.

Equipment operator

It takes a multitude of heavy duty equipment to keep a mine site productive and functional. Equipment operators are responsible for the safe use of vehicles or equipment to carry out required or specialised tasks such as bulldozing, excavating or bogging (transporting waste rock and soil or ore from one area to another).

Some of the equipment operator positions available in mining include jumbo operators, bogger operators, excavator operators, bulldozer operators, grader operators and scraper operators.

Shotfirer

A shotfirer is responsible for the assembly, positioning and safe detonation of explosives in mines to dislodge rock and soil. This job requires basic skills in mathematics and science, training and an up-to-date shotfirer’s licence.

Truck driver

This is one of the most sought after positions in the mining industry. To work as a truck driver on a mine site you will need to have the relevant licences and training or experience. If you are looking to train as a truck driver, be sure that the organisation you train with is a registered training organisation (RTO).

The following qualifications can improve your chances of finding work as a truck driver: heavy rigid (HR) vehicle licence and some previous experience operating heavy machinery, First Aid Certificate, MARCSTA (Mining and Resource Contractors Safety Training Association) accreditation and a pre-employment medical exam.

Other trades/operations jobs

Other trades/operations opportunities in mining include fitters, lab assistants, caterers, field assistants, labourers and miners themselves. The relevant VET training is required for most skilled trades positions.

Final tips

Different companies have different processes for hiring, so make sure you do your research to find out what you can do to make yourself more employable and qualified. Tradespeople may require relevant licences and machinery tickets to operate certain vehicles or machinery. Many roles require that you must be 18 years old or over, have a clean police record, pass a medical examination and have drug and alcohol clearance. Many companies also choose to employ people who are already living within close proximity to the mine sites. At the very least, you must be prepared to work on a FIFO (fly in, fly out) roster.

The opportunities in mining are many, as are the rewards. It’s not for the faint-hearted and you’ll have to work hard, but if you’ve got what it takes, it’s one of the most lucrative and in-demand careers around.

Check out our range of courses to launch your mining career.

Source: CareerFAQ’s

Hosting group counselling sessions for battered women isn’t what Alexandra Fassas thought she’d be doing in her late forties after 25 years as a full-time mum, but she found the transition came naturally.

Fassas is a counsellor who hosts “Giving women a voice”, a group counselling session at a women’s refuge in Sydney. She works once a week, alternating between day-shifts and night-time ‘sleep-overs’, as part of the roster of 24-hour counselling support at the women’s refuge.

“The women I counsel have been abused and are homeless. They’ve received little compassion from the world and need strong emotional support to help them through their time of crisis,” says Fassas.

Fassas worked at the refuge as part of her student placement when studying towards her Counselling and Psychotherapy degree at the Jansen Newman Institute (JNI). She was offered a permanent position as a support worker, ahead of her graduation in July 2011.

She knew counselling was the right path for her because everyone, including friends, family and even strangers, would seek her out to listen and provide advice for dealing with events in their lives.

“I wanted to continue to use my natural listening skills and propensity to help others, but turn it into something more formal, so I felt I was giving qualified advice.

“The bonus it that counselling is also a job I can do as I get older. I’ve started late, but I’m proof that it’s never too late to study and take on new challenges.

“By working in the refuge and helping the women to move on with their lives and take control of their future, I am empowering myself to do the same; on a very different level,” says Fassas.

She credits the group counselling sessions at JNI for giving her the confidence to organise and run the group session.

“I found the group sessions at JNI such a practical way to learn how to be an effective counsellor. The emotions that emerge in group therapy are real and can be confronting, but it’s a safe supportive environment.

“I felt it was important to provide this type of encouraging environment to give the women the opportunity to openly discuss the ‘whys’ and ‘hows’ of domestic violence. These ladies, all over 50 years old, sit and crochet while they share, laugh, cry and work through their experiences together,” she explains.

“My goal for these group sessions, the meditation sessions I lead and the one-on-one counselling, is to help each woman begin to turn her focus toward caring about herself,” adds Fassas.

The women can stay at the refuge for up to three months, giving Fassas time to build a relationship with them, and she says it can be hard to see them go.

“When one of the women leaves the refuge, she receives a blanket made out of the crochet squares which everyone has contributed to making. It’s symbolic of everyone supporting and helping others through tough times, and is very moving,” she says.

Fassas has also done counselling for the homeless in Sydney, dealing with mental illness, drugs and alcohol abuse, which she found very intensive. She says whatever the circumstance, counselling requires an inner strength.

JNI’s courses in Counselling and Psychotherapy, Community Services and Human Resources Management have been developed in consultation with leading academics and industry bodies, such as the Psychotherapy and Counselling Federation of Australia and Counsellors and Psychotherapists Association of New South Wales. The Bachelor of Applied Social Science (Counselling) is accredited by PACFA.

Applications for 2011 study are now open and are strictly limited. On-campus and online courses include:

• Bachelor of Applied Social Science with majors in Counselling, Community Services and Human Resources Management
• Masters of Counselling and Psychotherapy (only available on-campus).

All Australian students applying for all courses can apply for FEE-HELP. For more information please call the Jansen Newman Institute on 1800 777 116 or visit www.jni.edu.au.

JNI runs two community clinics, providing low-cost counseling services to the public. The community clinic also offers a real-life, supervised environment for students to develop their face-to-face counseling skills.

Over the last several months I have met with countless successful individuals who are profoundly dissatisfied with their jobs and careers. The degree of disaffection hit home this week when I met with an old friend. A senior level manager in his third position in seven years, he is resolved that his level of happiness at work will never be what it once was. He is committed to his current job because he feels trapped and he does not believe any other job is better. Pretty profound stuff.

Many people believe, or hope, that greener pastures await them at other organizations. But is the grass really greener? It is a timely and pertinent question since a recent survey by the human resources consultancy, Mercer, showed that a third of employees are contemplating leaving their jobs. That number has risen dramatically over the last five years.

Most people, comfortable or complacent, stay put and ride out the ups and downs of their jobs. But should employees stay at jobs when they are unhappy? It depends. Before leaving your job try grasping the root causes of your dissatisfaction. There are countless reasons to be frustrated at work, but possessing a deep and clear knowledge of the causes of your discontent is important.

If the issues are relegated to your firm then it is time to move on. But if they are widespread or will follow you, making a move may not be your best option.

Here are some right and wrong reasons to switch jobs.

The right reasons to make a move:

• Career opportunity. Seizing the opportunity to advance your career is an important and valid reason to change jobs. Opportunity can take the form of a promotion, career or responsibility change or a raise. Money and benefits are important and leaving for a better compensation package may very well make sense. Often, a new environment allows for personal reinvention and the chance to create a new and enhanced reputation.

• Work-life balance. Working long, stressful hours can have a deleterious impact on health and relationships. Finding a job with shorter hours, more vacation time or a better commute is compelling, unless you are the problem. I recently met with a senior candidate who switched jobs for work-life balance, but took a pay cut and is now working longer hours at her new job. For workaholics or poor time managers, switching jobs generally will not solve work-life balance concerns.

• Organizational culture. Every organization has a different culture. Internal communication, flexible work schedules, training and mentoring are some features that make up an organization’s culture. Finding the right “fit” is important. You can assess a new organization’s culture during the interview process by observation, a bit of research and asking good questions. Before making the leap, make sure you will have a smooth landing.

The wrong reasons to find a new job:

• Poor relationship with manager. The number one reason that employees leave their jobs is because of poor relationships with their managers. First, try to fix the relationship by speaking to your manager or an interested third party who can help resolve the issues. If you have a history of poor relationships with managers, a move may not help. You could be the problem. If, on the other hand, you generally have had good rapport with past managers and cannot fix your current situation, a move may be a good idea. A move can include leaving the firm or transferring to another department.

• Insecurity. Today’s workforce has less job security than any in memory because organizations are navigating a difficult environment. Lifetime contracts have been replaced with free agent deals, outsourcing and off-shoring. This creates anxiety but it is so endemic to our economy that switching jobs for security may not leave you in a better situation. Unless your organization is in a particularly difficult position you may be better off staying put since your short tenure at a new job may put you at greater downsizing risk.

• Frustration. Join the club. Today’s employees are challenged to do more while being rewarded less. It is easy to blame your current employer but the reality is that many people I speak to, at disparate companies, feel the same way. Perhaps frustration and stress is the new norm.

All I need to do is look at my neighbors’ lawns to recognize that the grass is sometimes greener. Before switching jobs ensure you are getting what you hope for because even if the grass is greener it may take just as long to mow.

Source: nj.com

Gen Y graduates face many challenges as they enter the workforce, but for these ‘digital natives’, their social lives, work and study form one continuous thread, making drawing the line on social networking perhaps the hardest challenge to overcome.

Andrew Ugarte, recently appointed head of William Blue College of Hospitality Management, says employers are often unsympathetic to the culture shock graduates go through when online social interaction is abruptly curtailed as they focus on the job for eight hours at a time.

“To continue encouraging young people to join hospitality and tourism, the industry needs to change to meet expectations of upcoming generations. Jobs, where possible, should be designed to accommodate employees’ personal lives – not the other way around,” says Ugarte.

While Baby Boomers and Gen X have more fixed ideas about traditional work hours, Gen Y is more inclined to blur the lines between work and non-work.

As an employer of younger staff, the hospitality industry has been particularly affected by this upcoming generation, who have different work-related values, attitudes and expectations such as more flexible hours and relaxed rules about mobile phone use at work.*

“Thus far, the industry has been able to dictate terms regarding dress codes, work hours, behavioural expectations. But, it shouldn’t be solely the responsibility of younger workers to conform.

“The Gen X and Baby Boomers have played a role in creating this linked-in world. They can’t expect the next generation to just accept out-dated rules of engagement upon entering the workforce,” says Ugarte.

“Hospitality is a customer service driven industry, where employees need a welcoming manner and appearance. As a largely online generation, with less face-to-face experience than the generations before them, Gen Y can sometimes struggle to project an appropriate manner or achieve the level of grooming and appearance expected from many employers,” says Ugarte.

Additionally, younger entry-level employees may not have the ‘underpinning knowledge’ that comes from the personal experience of staying in a hotel, or dining at a fancy restaurant.

“These are the types of venues our graduates aspire to work in, so it is vital to recognise and address that not all students have as much face to face experience with customers or hospitality operations,” says Ugarte.

As such, William Blue has taken the learning process back to basics to educate students on the grooming, dress, and appropriate behaviour when interacting with employers and customers.

“The younger generation have been so used to expressing their individuality, particularly through their appearance and online. It can come as a shock that prospective employers are not impressed with unusual piercings, sloppy clothes or colloquial language at their establishment,” says Ugarte.

William Blue graduate, Sohtaka Kikuchi, 21, says wearing a uniform during his study prepared him for the transition to corporate attire in his role as Guest Experience Specialist at the Holiday Inn Sydney Airport.

“As a hospitality professional, the uniform symbolises professionalism, pride and teamwork within the team. Most of my colleagues belong to Gen Y, and we have come to understand and abide by the house rules, which include high standards for personal grooming.

“William Blue’s close relationship with the industry means I was prepared for this aspect of the job, and I find ways to express my personality through daily interaction with my customers,” he says.

Kikuchi, who has responsibilities in the Holiday Inn’s restaurant and check-in desk, says it was difficult at first to go from being a socially active student to being socially restricted during work hours.

“It was hard to balance my social life with work, initially. I had to become accustomed to separating my social life from work life, to properly transition into my first real job. No more texting friend and family at all hours of the day, that’s for sure,” says Sohtaka.

“There needs to be more of a compromise on both sides of employment, to allow Sohtaka’s generation to be themselves, while also maintaining the high standards the industry is renowned for,” concludes Ugarte.

William Blue courses (with majors in Hospitality Management, Tourism Management and Event Management) have been developed in consultation with leading academics and industry bodies, such as the Australian Association of Hotel Schools (AAHS), Australian Hotels Association (NSW) and the International Centre of Excellence in Tourism and Hospitality Education (THE-ICE).

Applications for further 2011 study are open. On-campus and Flexible and Online Learning (FOL) courses include:

• Bachelor of Business (with majors in Hospitality Management, Tourism Management, Event Management)
• Advanced Diploma of Hospitality (Hotel Management, Commercial Cookery and Event Management Pathways)
• Advanced Diploma of Business
• Diploma of Business

All Australian students can apply for FEE-HELP or VET FEE-HELP. For more information please call William Blue on 1300 851 237 or visit www.williamblue.edu.au

*Generation Y as Hospitality Industry Employees report, 2011, University of Queensland School of Tourism, Hospitality Training Association

It might be an irritating employee, an annoying colleague, a frustrating boss. The identity of the perpetrator doesn’t matter as much as the crime, and the crime grates. I’m talking about bad work habits, and they test the patience, tolerance, and diplomacy of even the most amiable worker. And depending on the habit in question, it can turn ordinarily civil people into office trolls. So, here’s my Top 10 list of the most common habitual workplace offences.

10. Internet addiction: This was a problem even before Facebook and Twitter added another convenient distraction to our workday. Then, and especially now, the temptation to jump online and check up on things has become irresistible for a lot of us. If you’re reading this at work, you’re possibly guilty. Workaholic colleagues who believe that “we come to work, to work” experience blood pressure rises every time they glance over and see a peer browsing the net.

9. Being a busybody: Your business is their business. Never afraid to ask personal questions, they must know everything and they must know it now. You were in a meeting that looked serious? You were away unexpectedly? You got invited to an event for which they were overlooked? They’ll be rushing to your desk for all the info before you can turn on your computer. Get ready to divulge.

8. Employer slandering: Most often committed by employees who’ve mentally resigned but still physically come to work, this is an unremitting verbal attack on the company that pays their wage. Maybe they can’t find a new job or perhaps they’re just too lazy to look, but while they’re still here and still breathing, they’ll badmouth the organisation to anyone who’ll listen. And anyone who won’t.

7. Bad jokes: The David Brent of the office usually comes in the male form but is occasionally found in women, too. Proudly the office clown, he thinks he’s hilarious. Inappropriate humour abounds, and it’s inappropriate not just because it’s politically incorrect in an overly sensitive world, but also because it’s just not funny. Regardless, howls of one-sided laughter follow every punchline, if you can call it that.

6. Lateness: They don’t really consider their time to be more precious than yours, and yet that’s the implication of their constant tardiness. An ex manager of mine, always chronically late, would refuse to acknowledge her lateness as lateness. “Sorry, I’m running behind schedule,” she’d emphasise, as if that made a difference. One day, I tried using that same line on her when I was the latecomer. “Sorry, I’m running behind schedule,” I chimed. “No you’re not,” she snapped, “you’re just plain late.” Right, that settles that, then.

5. Time wasting: They’re either incredibly efficient or very good at doing nothing. Whatever the cause, they’ll come to your cubicle for a chat, a futile chat that lingers longer than is comfortable. In fact, awkward silences aren’t awkward for these people; they’re merely opportunities for a new topic of conversation. Neither rushed nor panicked, they’re almost worthy of envy.

4. Office gossip: Hushed tones and incessant whispers permeate the workplace corridors. If a rumour doesn’t exist, one will be created, anything to aid in the private belittling of a colleague. If only gossipers were guided by the late American actress, Lisa Kirk, who mused: “A gossip is one who talks to you about others; a bore is one who talks to you about himself; and a brilliant conversationalist is one who talks to you about yourself.”

3. Poor email etiquette: From unnecessarily screaming IN CAPITAL LETTERS to the SMS-inspired murder of words like ur and gr8, in many cases it’s communication torture. Plus, there are people who endlessly email when they could pick up a phone, and those who are yet to learn the simple rules regarding apostrophes. And that old art form – correct spelling – is slowly dying, evidenced so frequently when people confuse ‘effect’ with ‘affect’ and ‘there’ with ‘their’.

2. Low hygiene: If only this was confined to desk cleanliness, or lack thereof. Instead, these people leave dirty mugs in the kitchen sink and forget about their stale sandwiches still sitting in the fridge from last month. These are the people who, when departing a toilet cubicle, leave the kind of mess that could only be accomplished via a positioning of acrobatic proportions. They don’t clean up a meeting room when they finish, and they are, in one word, filthy.

1. Whining: Nothing is ever right for negative people. Sometimes they have a point, sometimes they don’t. But because they’re so relentless and predictable with their complaints, colleagues stop taking them seriously. And yet they persist, voicing their objections every chance they get. Not so easily ignored, they wouldn’t be such a big issue if their methods weren’t so contagious.

A couple of years ago, I surveyed 2400 employees and I asked them to share what they hated the most at work. The most common response? Their colleagues. The list above explains some of their feelings. But as one respondent put it: “It’s very hard to soar like an eagle when surrounded by turkeys.”

Source:  Sydney Morning Herald My Small Business Blog

According to the latest annual ‘Hunting the (Hidden) Hunters’ report from CareerOne,  longer hours, inadequate resources and a reluctance of organisations to increase salaries are factors driving workers to hand in their resignation.

82% of Australian workers considered changing jobs last year

37% of employees are actively pursuing new roles

The following comment was posted on the Herald Sun website in response to this research.

I hate my job, passionately hate it! Business owners, CEO’s, Managers, Team Leaders take note! There is no longer inspirational leaders or people in control who work hard to make the workplace one to ‘want’ to come to each day.There is noone to look up to, who has passion and drive! I drag myself out of bed to a workplace that is back in the 50′s era. Although I work in marketing, and it is a small business, I am expected to clean! I wipe over the kitchen and lunch room but it is now expected I do more because I am female! I had to fight to be allowed to have a heater on in winter, my boss doesnt like turning the aircon on too much because it costs, any little job that goes above and beyond is never acknowledge, no thankyou whatsoever, my boss whines when we are quiet and whines when we are extremely busy but does not put on extra staff. I have been accused of not showing initiative which was beyond me because my boss would not know half the research I do, or the little things I organise for the company. It is a job that is pure hell. Part time work is hard to come by so although I am looking elsewhere, it is hard! I bet there are many in the same boat!

Uncomfortable?  What if that person was working in your office?

The factors most likely to motivate an employee to change jobs this year are:

• not being motivated by management (44%)
• lack of new challenges (40%)
• waiting too long for a pay rise (39%)
• an unclear career path (37%)

People changed jobs for:

• work closer to home
• a better team
• higher remuneration and benefits

With unemployment now back down to 5%, it’s essential to be proactive in attracting and retaining quality staff.  The CareerOne research also tells us what’s important to employees in specific industries.  For financial services, the following advantages need to be emphasised in your job advertisements and discussions with staff and job candidates:

• flexible hours
• ability to work from home
• training and development opportunities
• potential for pay rises

Administration and customer service staff were less motivated by career potential or higher remuneration, instead seeking flexibility, mentoring and paid overtime.

Source: Balance at Work

Did you know that up to 65% of employees in organisations are disengaged?  What you may not know is most of the time when these statistics are quoted they are positioned in terms of the lost opportunity for the organisation in terms of profits and profitability.  But what about the lost opportunities for the individual to grow in their career, to develop their talents and showcase their capabilities?   Who speaks up on behalf of you and what you need?Lack of career opportunities is time and time again the biggest shortcoming of most organisations.  If you happen to be frustrated by this, maybe it is time to take charge of your career and reap the rewards of peak engagement.

The Individual Role Engagement Alignment Profile™ is an innovative on-line diagnostic tool developed by an Australian career specialist to help you have a more meaningful and purposeful experience at work and career.

The iREAP™ will help you:-

• Understand what drives and motivates you in your work
• Decide whether to stay and grow in your current role, move or go elsewhere
• Sustain your energy at work

It is totally confidential and will take you about 30 minutes to complete.  You will receive a personalised report profiling exactly what you need to do to become or stay engaged.  It comes with a self-interpretation guide or you can take advantage of expert coaching support to help you explore career options.

Don’t be a statistic, take charge of your career.  To find out more or purchase the instrument with or without coaching – click here: http://www.because.com.au/content/view/80/173/

As a special offer to clients of Lifestyle Careers,  iREAP™ is available to you at a 30% discount!  This offer is available until the end of this financial year.