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Greetings!!   

Maybe it’s just because of what we do, but everywhere we go, it seems, people are talking about work- the ‘great resignation’, the future of work and more precisely how work is changing for many of us and how, where and when it fits into our lives!

And if you're anything like most people we talk to, you're at least considering your current and future career and job search.

  • How do find work I really want to do? • How do I look for work these days, and what’s required for an effective job search?

 • What can I realistically expect – what are the traps, and how do I get past the AT Systems – the robots!

 • What should I expect from recruiters and how do I work effectively with them?

 • Hybrid working models and returning to the office post lock-down?

 • How to find work with real meaning and purpose?

 • How will I work with my new boss or current boss this year?

 • How do I find out more about other work available within my company?

 • How do I start a new job after working with the same employer so many years?

When questions about job search come up, most of us avoid them as it all seems quite risky and likely to take you out of your comfort zone.

With over 20 years combined Career Coaching experience what we’ve found is doing nothing is risky - it’s more dangerous, not to know and to do nothing to prepare yourselves!

In the meantime by not being curious about what’s out there and not preparing, that job with more meaning/purpose, more flexibility, more money, greater learning opportunities etc., might just pass you by!

And you're still doing the same old job, with its same old problems, and no more job security or experience, new skills to show for it!   

Yes, there are risks in starting a new role, however, there’s a lot of risk in doing nothing, especially if you’re not doing work you’re really interested in, work with meaning and purpose for you.

Yes, job search can be difficult and times, however with the right preparation and job search strategies and mindset, it could be easier than you thought!    We’re not talking about quitting your role and not having anything else to go but there are lots of opportunities out there and especially now!

If you prepare and research well (including some reflection & self-assessment) you’ll be surprised about opportunities you can create by conducting a job search which is deliberate - targeted to what you really want next at this stage of your life and career.   

Where keen to hear from people to find out what's happening and how their are feeling  in their current working environment so see if we can be of assistance. 

If you need some help to act and move your career forward or you just want to find out more to see if we can help, we’d be happy to have a brief and confidential 15- minute chat at no cost to you.

We look forward to hearing from you.

Go Well!   

Paul & Ian    Refresh Career Consulting Pty Ltd

paul.jackson@refreshcareer.com.au   0408 109 752

Ian.watts@refreshcareer.com.au   0431 610 390

refreshcareer.com.au

 ACN 642259274   

“Technology is best when it brings people together”

   Matt Mullenweg

What questions you need to ask your outplacement service provider?     

People impacted by redundancy are mostly already feeling let down by their company, many times feeling a loss of trust and respect as well the daunting task of looking for a new role while worried how they will continue to pay their bills. This sometimes builds to anger and animosity against their previous employer and putting an online series of products or courses in front them and particularly non tech savvy baby boomers is the straw that breaks the camel’s back!

One thing we’ve learned from client feedback in over 20 years combined experience in supporting thousands of people through career transition is the value placed by clients and organisations on the 1:1 connection between client and coach. Sometimes it’ll be just someone who will listen, provide information, practical advice and guidance and encouragement, but more importantly it’s the understanding that everyone is different and we all have different strengths skills and experiences and we need a personal coach to help get this out. This builds confidence and hope back to the client as well protects the companies brand that can be harmed by disgruntled ex-employees.

So we ask, if you are in the market for an outplacement service provider or currently reviewing the one you have, what things should you be considering to make sure that one on one coaching is maximised. Some things you might want to consider:

1. How  much one on one coaching time does your employee really get?

Many service providers sell "unlimited " programs but behind the scenes companies set limits on the time consultants can spend with their clients, this is done to limit costs. Meetings maybe time limited to 5-10 minute calls, therefore not allowing any rapport or working relationships to be developed.  Some providers are counting online workshops or system access as part of the "unlimited" connections.

2. Are you getting the time you are paying for? 

Some providers budget work time to consultants based on their portfolio size so the consultants will “take” time from one customer and give it to another in the interest of staying within their budget, so you may be paying for a 3 month program but only getting the services of a one month program as the time has been used by a more demanding client and the consultant has used all their budget where they feel it’s needed most.

3. Are you paying for any unused products and services?

We have found that only 30% of clients use the online self service systems, this is because they are not technically savvy or feel daunted with the amount of information, tools and systems provided and navigation through the information is just too much. 

4. Are you paying for webinars/workshops that are not being used? 

Many clients feel intimidated in large classroom settings, they maybe too shy to ask questions in public forums and or don't know how to use the chat functions. Many clients have given feedback to us that other participants are on a different level, ie blue collar or regular workers being mixed with executives. The course facilitators will always deliver to the lowest level, so some leave these workshops frustrated that their questions did not get covered or even worried that their old bosses may be attending.

5. How competitive are those fees being charged? 

As a result of covid we have found that delivery of programs now are via phone or virtual meetings yet built into fee structures are costs of unused office buildings. If you are paying for an office for clients to work from then more than likely it’s no longer available. 

6. International vs local? 

International companies have large corporate management teams. If you are using an internationally owned outplacement company you can assume a large chunk of your fees are being shipped offshore and maybe even paying for senior executives that are not delivering anything in this country, in fact they may even be used to pay for marketing costs for expansion plans in other overseas markets.

We at Refresh are Australian owned and based, we believe time needs to be spent with clients to build solid coaching relationships, our base program is a minimum of two months support with 5 hours of consultant one on one time, so not rushed, and it's personalised to the needs of the client, especially needed in a tight labour market and supporting vulnerable clients when needed.  

We deliver via virtual meetings, through a group of the best trained and skilled consultants and we deliberately keep our costs low, we have no office costs. Our two months program is cheaper than most of our competitors one month program and we are finding on average 2 months is more in line in what it takes for the average person to secure a new role.

If you would like to know more or think we can help, give us a call for a confidential conversation. We would be interested to hear your opinions or any experiences you have on this as well.

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Portfolio Career

Whilst many clients with extensive corporate careers do consider full time retirement before commencing their outplacement program, very few actually retire. Why is this ?

As people get older and perhaps more financially secure they are missing a sense of purpose and being part of something that satisfies a person’s key values, beliefs and motivations is a seductive option for those considering what next.

Important preparation for this is, understanding your value drivers, motivations, identifying your key skills and strengths and your areas of interests and passions.

Instead of full time work a portfolio career offers the flexibility of multiple opportunities to work multiple jobs and employers, even within one or more professions.

The identification and showcasing to others your transferable skills and value are key.

Creating and managing a portfolio career requires asking some tough questions up front.

Do I have the right aptitude, skills, traits, values and network to generate/create a portfolio career?

o Values – customers, - what motivates you and what's important to you at this time in your life and career…. service to others, projects, family, self-development and income etc?

o Connections – Am I curious, do I have the mindset/skills to create opportunities through my connections – do I have the commitment to keep up my networking activities? 

o Aptitude – Am I able to think outside of a corporate structure, Do I handle uncertainty and hours that are not always set!

o Skills – what are my skills. What skills are valued now, what do I know that others do not, what value can I provide/sell.

We at Refresh Career have helped many people impacted by redundancy to land new opportunities and, more importantly, to create opportunities to do the work you want to do. They adopt more strategic, targeted and proactive approaches. 

If you wish to find out more about planning a portfolio career please contact Paul Jackson or Ian Watts through this website