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Need a slick CV? Have us design one for you!

Did you know RecruitMum can design a CV for you?

Your CV is the very first judgement call (and I’m afraid it is a judgement) that an employer, recruiter, or hiring manager will make on you and your career experience. Unlike a more friendly, human, and face-to-face impression we get to make with someone we meet in person, our CV has the (most) challenging job of illustrating and communicating all that we are and have done in our careers and lives thus far! No pressure, right? So, how’s yours looking these days?

In designing and creating a top CV, you need to consider the following:

  • Design & Format (1-3 pages max, block your content, use a simple font)
  • Content & Structure (capture last 10 yrs, key roles only, contact info, use simple language)
  • Industry Speak (try to appeal to the industry you’re applying to)
  • Link sharing & Contact information (got a LinkedIn profile – we can help with this also!)

…and that’s just scratching the surface. Last month in our Wahine into Work career workshops, we dived into CV creation and shared what it takes to produce a top CV in today’s job market.

Check out the image below which was one of the many slides we shared on breaking down and illustrating all the key, must-have elements in a top CV. You’ll note, we have also included two ‘out-of-the-box jobs under the Work Experience heading… that is 1) Active Job Seeker and 2) Parental Leave – Super Mum Extraordinaire! These examples may not always work in practice (your gut will tell you if it’s right for the role). However, the point of the exercise was to get Mothers thinking about the transferable and valuable skills they gain from Motherhood and how these can be championed (and not apologised for) on your CV. Families are a natural part of life and work needs to work around that!

If you’re interested in having us design a slick CV for you, then get in contact with clare@recruitmum.co.nz. Depending on where your existing CV is at, design fees can start from as little as $150 + gst.

Till next time…

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Choose-days Talent by RecruitMum, Jul 2021

Kia ora!

It’s been a while since we’ve brought you our Choose-days Talent issue and as we’re kinda back in a candidate short market again, I thought it was owed some limelight! Here are three top candidates currently seeking part-time work in Auckland…

Katy – Business Manager/”Jack of all Trades”
(Central Auckland based – has just returned home from the UK)
Katy brings over 15 years of experience in NZ and the UK with expertise in Administration & Business Support mostly covering EA/PA roles. Describes herself as a Jack of all Trades and the perfect ‘right hand’ woman to any business owner.

  • Managing Director assistance
  • Company secretary responsibilities
  • Fundraising, Grants & Donor management
  • Events management & assistance monitoring budgets
  • Extremely proficient with Mac and PC systems
  • Very experienced with MS Office and Google Suite products

Barbara – Civil Engineer with QS/QA and Draftsmanship knowledge
(West Auckland based)
Barbara brings 14 years of experience, mostly in Brazil and some in NZ. Most relevant role in NZ, she gained training in Precast Concrete and Structural Steel detailing using AutoCAD software on actual live projects.

  • Technical expertise in AutoCAD and Revit2016
  • Holds a Bachelor of Civil Engineering (from Brazil)
  • Knowledgeable in various aspects of construction work, including analysis of architectural drawings, design and drafting projects, and preparing engineering documents.

Catherine Yu – Data Analyst
(Auckland based)
Catherine has recently worked for MBIE as a Data Insights Intern and a Team Support member at Bunnings Warehouse.

  • Has gathered meaningful insights while utilising agile methodology in MBIE’s regulatory stewardship branch
  • She holds a Bachelor of Business (Major Information Systems, Minor Data Analytics for Business)

We have many more women on the hunt for meaningful, part-time work, so let us know where your gaps are!

Wahine into Work – Workshop Series

After the success of the Wahine into Work Career workshop series in June (in collaboration with Works for Everyone & Te Manawa Community Hub), we are calling for expressions of interest (EOI) to run these again. These three workshops focus on supporting women to understand and play to their strengths, creating a top CV and tips and tricks on delivering what they have to offer with confidence…whether that be the subject of their work or career goals, in an interview/presentation-like environment.

If this is something your business, or someone else’s business you know might benefit from, then email me, Clare, at clare@recruitmum.co.nz with an initial EOI to engage us on delivering.

Till next time…

Nga mihi

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Guest Blog – How Well Do You Reboard Your Employees?

How Well Do You Reboard Your Employees?
You have probably heard the term “onboarding” in terms of managing the experience for employees when they first join your organisation. Someone who is in charge of making sure they have a desk, chair, computer, introducing them to everyone, and most importantly ensuring they know the best local places for lunch and coffee. It is a way of helping your new member of the team to feel welcomed and valued. So if we do this for new employees, what do we do for employees returning from parental leave? How are you “reboarding” them so that they feel like they belong and are being warmly welcomed back? Ready for some ideas on how you might do this? Read on!

  1. Create the space
    First things first, it is important to ensure that all the basics are in place for their first day – a clean and clear desk, computer, phone, stationary, and chair. There is nothing worse than arriving back for your first day at work and there is nowhere for you to sit. It is a basic thing but it is surprising how often this does not get thought about in advance.
  2. Update on changes
    There will have likely been changes rolled out, while they were on parental leave. To help smooth their transition back, proactively schedule meetings in their diary with key people in the business to get an update on the changes. It could be that new vendors have come on board, a new team has been established or new clients secured – these are all important updates to keep them in the loop.
  3. Provide the “handback”
    Just like we write “handover” plans when we hand our work over to others prior to going on parental leave, ensure that they have a “handback” plan to come back to. A plan that details how their work has been performed while on leave and how it will be handed back to them. It is not uncommon for people to arrive back from parental leave and find their work responsibilities being owned by other teams. This can be a cause of conflict when agreeing on how it will work now that they are back so good to be proactive in resolving this.
  4. Check-in regularly
    Finally, it is a good idea to check in regularly on how your team member is feeling once they return to work. It is a transformational time in their life. They can often feel guilty for being at work and when they are at home, guilty for being at home. It is complicated! But an employer that cares about you, that listens to you and that empathises with your situation is an employer that will stand out from the crowd.

What if I’m the one returning to work?
Even though these reboarding ideas have been created for employers, they are also valuable for people who are themselves returning to work. Ask your employer if they have a reboarding plan for you and when you will be going through the handback plan. These are very reasonable questions and will prompt them into action if nothing exists now. We all want to do our best when we get back to work and having a reboarding plan can help to accelerate the impact you can start to make again at work.

 

Guest Blog from Emma Mclean, Founder, Works for Everyone www.worksforeveryone.co.nz
Emma offers a unique blend of services that combine to make returning to work a great experience that works for everyone. Having a family and working is not easy. But there are actions that employers can take to help their working parents not just survive every day but thrive.

Emma brings to this important work, a wealth of career experience gained in corporate marketing roles in NZ and the UK in addition to qualifying as a professionally certified ICF accredited coach.

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Guest Blog – Amanda’s Story

Photo: Amanda and her son Joshie

Hi. I’m Amanda. I’m Mumma to 2-year old Joshua (we call him Joshie), wife to Gareth, and cat Mumma to Poppy. We live in Papakura, New Zealand. It’s almost as far South in Auckland as you can get and still call it Auckland. We’re surrounded by native bush, Kereru (Wood Pigeons), and Tuis.

Why I’m writing
I’m writing this to share my biggest challenge in becoming a mother. How my sense of self was changed, and how returning to work challenged me to assess what was really important to me. Maybe it’ll inspire you to think about your own situation?

Pre-baby, my life revolved around my work. Achieving things at work; being financially independent; basking in the accolades of a job well done. I was proud of my professional capability. I thought that, when the baby came, I’d take some ‘time-out’ from work. Perhaps make some new mum friends and go on coffee dates. But I’d return to work eventually. The baby would go to day-care. I’d pick up where I left off. Easy as. I rather naively thought that my life would continue as normal, but with a little person in tow. Mums reading this are having a knowing chuckle right now.

Feeling unprepared
I was incredibly underprepared for the social isolation and sleep deprivation that came from new motherhood. For the crying that would constrict my heart. The depth of frustration from not being in control, and entrapment from being unable to escape it. For the raw protectiveness. The feeling that a part of me was walking around outside of my body. The immense pride in what I had created. Watching him grow and marveling; holding him close and breathing him in. I simultaneously felt the terror and the love. I walked the paths of it being the hardest thing I’d ever done and the best.

But who was I now?
My identity had changed. Everything I was before became secondary. My world no longer revolved around me and my work, but around this little person. While I was on maternity leave this was a challenging question to grapple with. But it became more pronounced when I returned to work.

Drowning under a perfect storm of unrealistic expectations
I went back to work when Joshie was a year old. There was nothing obviously wrong with how I was treated. I had part-time hours and flexibility when he was sick. But I experienced things, considered ‘normal’ parts of work and being a working parent, that didn’t feel right. I was struggling with how my priorities had changed. I was trying to perform, to meet expectations and prove that I was just as good as my colleagues, as I was pre-baby, amongst sleep deprivation and the revolving door of daycare illnesses. I was attempting to balance what needed to be done at work, as well as spending time with my family, quality time with my husband and son, running a household, my own wellness, but I was doing them all inadequately. I felt like I was drowning under a perfect storm of unrealistic expectations, unhelpful systems, and constant failure.

A focus on actionable steps
But one of the most useful things I did, shortly before starting back at work, was meeting regularly with a coach. We worked through how to have difficult conversations about my role at work and family responsibilities; ask for what I needed and set boundaries. We identified what my strengths were, and worked on leveraging those. And each time we met we got closer to uncovering, and tuning my focus towards, what was really important to me and my family. We focused on steps forward, out of the storm.

The outcome
After 5 months of being back at work and unable to reconcile being the mother I needed to be with the worker I wanted to be I resigned to pursue my Ph.D. and build my own business. I am aware that my ability to do this is privileged. But I want to help others where I can.

My experience became my inspiration for my Ph.D. topic; Motherhood and Leadership. My research focus is evolving, but I’m traversing the raw, visceral, unpredictable, and very human worlds of motherhood, contrasted with the imagery of ideal workers as all-in / all-committed to work and leadership as a charismatic, predictable, controlled man.

And I’m drawing on my 15+ years experience coaching managers and leaders towards high performance, to offer the same sort of coaching that I found so powerful on my own journey to other mothers navigating this world of work and life.

It’s a topic that needs exploring, and mothers need support. If coaching sounds like something that might be helpful to you then I’d love you to get in touch.

 

Guest Blog Bio

Amanda Sterling – Leadership Coach

Amanda is a leadership coach, mum to a 3-year-old boy, wife, researcher, gardener, innovator for change in the workplace, and lover of good dark chocolate!

She supports mums who are grappling with the expectations of motherhood, and the overwhelm that can come from trying to live a meaningful life and have a fulfilling career as a leader.

Her approach is backed up by research, a personal journey with similar challenges, and 15+ years of corporate experience working in leadership development for large global, and small local, businesses.

She is also doing her Ph.D. on Motherhood and Leadership with a focus on contrasting the human experiences of motherhood with idealised ideas of leadership.

You can find more information about Amanda and what she does here, www.learningtoflynz.com, or contact her on amanda@learningtoflynz.com to talk about how she can support you.

[ends]

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The Hire Flyer – Mum Issue, March 2021

Lean into the masculine and get what you want!

Last month we shared tips on CV and cover letter writing – practical advice on ensuring you get noticed by employers and hiring managers.

In this March issue, I share some more practical advice around asking for the things you want or need at work and the ways in which we (as women and Mothers) need to lean more into masculine ways to build confidence and assertion into our careers and the things we want to achieve.

Grab a coffee and allow me to explain…

There’s a quote that reads something like “you are what you put out into the world.” Meaning, if you have a healthy, confident, and abundant mindset – you will attract only the good around you, vs an unhealthy, insecure and finite mindset repelling the very things you desire.

Generally speaking, women and women who then become mothers, naturally end up putting their family ahead of everything else. As leaders in our families, this means we often end up eating last!

As mothers, we can slowly end up sacrificing too much of ourselves and our careers as we lead our families. So, in looking at the family and traditional gender roles, we have a bit to learn from our male or more masculine partners. Learnings such as demanding more time and space, practicing assertion, being and acting confident, and using the right language and self-talk to get what we want.

Let’s frame this in the scenario of you asking your boss (or partner) to work differently to explain.

Know what you’re asking for
Be clear about the insights & experience-based evidence you’ve gained and what your new needs are at work (or at home). Then write them down so you’re prepared to share them with clarity and confidence.

Use clear and assertive language
Don’t apologise for having the conversation or using language that minimises you. Hold your ground. Cut out phrases like ‘Sorry to ask this …’ or ‘I just wanted to talk about…’

Be specific
Be as clear and precise as you can when asking for what you want.

Instead of saying: “Sorry, but I just wanted to talk to you about maybe having more flexibility in my role”

Try: “I’ve loved being able to pick my children up from school. I’d like to talk to you about having more flexibility in my role, and for me, ideally, that means working a three-day week.”

Frame it as a trial
There are still many unknowns for employers, so it makes sense to propose any changes as a trial or experiment. You could say:

“Things have shifted since COVID-19. I’d like to try X for a period of a month and see how it goes. What would these changes mean for you and our team/organisation?”

Ensure your request aligns with the organisation’s (or your family’s) goals
If you think about your own needs in isolation from your employer or family goals, then your request may fall on deaf ears. Always think about how both sides can experience value or change for the better!

Adapted from: seek.co.nz/career-advice/article

After International Women’s Day on Monday this week (I shared a FB post here), it is ever apparent that women are choosing to challenge more of what makes our work/life juggle so hard. And there are many ways we can progress towards change to improve things. We can:

  • Ask for better working conditions
  • Ask for better home conditions
  • #Choosetochallenge the status quo
  • Lean into more masculine ways, while suggesting our partners lean into more feminine ways.

All of these things need to happen in tandem…so we can all achieve the balance we so crave!

Finally, I wanted to introduce a new section called The Client Corner. This section champions employer clients who have got behind RecruitMum and hired through our untapped community. This month I wanted to credit National Capital who hired a KiwiSaver Client Consultant through us last month.

Please show them some love and consider how National Capital could help you choose the right Kiwi Saver Fund while boosting your family’s savings! Click their logo below and see what KiwiSaver Fund might be the best for you and the future of your loved ones.

Till next time…you got this!

 

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The Hire Flyer – Employer Issue, March 2021

Did you know the origins of the English word Thursday is named after the Norse God of Thunder? Hence Thor’s day – to Thursday, but with a ‘u’.
So…with ‘you’ in mind, let’s talk about how RecruitMum’s services can bring a little or a lot of Thunder to your evolving work place!

Whether a sharp loud crack or a long low rumble, every organisation right now is experiencing a degree of thunder.

Covid-19 is that sense of thunder, causing many workplaces (whether they like it or not) to experience a rapid expansion in how they’re expected to work.

I like to think, that that growing expectation is around doing good, being good and feeling good. Otherwise, why else are we here?

I started RecruitMum to make mother’s careers matter, to create the necessary space for their career’s to thrive.

For you as the employer, it means that by choosing RecruitMum, you’re able to connect to an untapped, experienced & proven talent force, taking your pain out of the recruitment process and making every hire mean something!

Inclusion, Financial Sense, Scaling for Growth, Becoming An Employer of Choice, Achieving a Healthy Gender Balance & Flexing Roles to Build Trust Fast are just some of the reasons why I created this business with Employers & Mums in mind.

Which is high on your ‘thunder’ agenda for 2021?

  • Inclusion – RecruitMum enables you to meet your D&I Strategy via hiring experienced Mums.
  • Financial Sense – a part-time employee costs less than a FTE and current commentary suggests that women come back more focused and more productive after having children. So you get more bang for your buck!
  • Scaling for Growth – business growth is not always about profit. Mothers, across ethnicities and cultures, bring diversity of thought and new ways of doing. This is where growth, in all its forms, happens.
  • Becoming An Employer of Choice – where do you see your business in the next 5-10 years? Will you be the kind of business people want to work for?
  • Achieving a Gender Balance – women are breaking into new industries – some predominantly male. Construction, the Trades, Engineering and IT. It’s why we love our relationship with NAWIC.
  • Flexing Roles to Build Trust Fast – I get that it’s hard, but sometimes we just have to give trust first until trust is broken. Trust creates high-performing and connected teams.

Till next time…

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Creating A NZ CV That Stands Out (Video Collab with Emma Mclean)

Wanting some solid simple tips on creating a CV that stands out?

Watch this short Facebook Live with myself and Emma Mclean, Founder of Works for Everyone as we support our working Wahine and career Mums on curating a CV that helps get you noticed by employers!

In this short video we cover:

  • Design and Format (how best to organise and illustrate the content)
  • Content (what information you should include, which is of most interest to employers, hiring managers, and recruiters)
  • Contact Information (what details you should include, extra points for a LinkedIn bio link, and what doesn’t need a mention)

[Ends]

 

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Choose-days Talent (Employers Jan issue)

Kia ora

It’s the start of a new year and more than ever candidates are considering their options in regards to leaving their current job, re-training, or exploring new career industries and challenges. In this issue of Choose-days Talent, we profile four top candidates offering expertise as a project director, marketing manager, civil engineer, and senior designer.

Project Director (MSc, BSc – Auckland based)
This candidate brings 15 years NZ based senior leadership experience in business transformation, with the following set of skills and results:

  • Extensive C-suite skills
  • Proficiency at setting and executing change and improvement strategies
  • Highly adept at commercial management of contracts
  • Generated 30% growth per annum in their last role as a project director in the utility sector
  • Led Operations Performance Improvement programme, gaining client confidence and winning contract renewal as a result


Marketing Manager (Auckland based)

This candidate is a fortune 500 and NYSE listed marketer with over 10 years of experience. With experience using technological platforms, such as Salesforce; Marketo; Eloqua; Google Analytics; Hootsuite; SAP; MS Office/Excel/ PowerPoint/ Project/SharePoint; Canva; CMS, and Adobe Photoshop. They are adept at:

  • Marketing Strategies
  • Customer Lead Generation (ATL, TTL, BTL)
  • PR Management & Brand Growth
  • Internal Communications
  • Integrated Multi-Channel Campaigns
  • MarTech Stack Management


Civil Engineer (BCE – Auckland based)

Possessing transferrable skills in purchasing and staff supervision, with the added advantage of being quick to familiarise with the latest technologies and industry developments, this candidate has technical expertise in MS Office, AutoCAD, and Revit 2016, with core competencies in:

  • Civil Engineering
  • Construction
  • Quantity Surveying
  • Quality Assurance
  • Draftsmanship

and last but not least…

Senior Design Manager (Site Safe, Risk Management Course 2020 – Auckland)
With 15 years of experience in design, spatial, and project management roles, this candidate is an innovative, collaborative and client-focused Senior Design Manager. They have worked on high-end, urban fit-outs through to multi-million-dollar construction projects. Their core competencies lie in:

  • Project management
  • Networking, lead follow-up and business development
  • Managing financial and project budgets
  • Quality assurance, risk management and claims requirements
  • Software capability including AutoCAD, Revit, and Adobe (InDesign)

 

What we can learn…
This is just some of the ‘Mumazing’ talent we champion. They are among women who in the face of this pandemic are challenged with ever more obstacles and barriers in maintaining their successful careers. But these are women who are also continuing to forge their path the only way they know how…to simply keep on keeping on and finding opportunities even in the hardest of times. They are inspiring and I hope they are to you too.

Who would you choose for your business?

Nga Mihi

Inspo quote: The New Year – a time to say goodbye and a time to say hello. (Simple, but true!)

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Good News Monday #5: Why simple goals (both personal and business) create success

A manager once told me in an email that “the last few months have made me acutely aware of how much time we don’t spend together.” This after a pretty challenging year, but one that probably required even more regular catch-ups than ever, due to those very challenges. By that time, along with a lack of individual performance planning, it was unfortunately too little, too late.

Your relationships with your colleagues, whether managers or subordinates are the paths to building strong communication lines of trust, loyalty, and understanding. Without regular conversations, not just about work, we miss the vital opportunity to learn about each other and gain an appreciation for what makes each other tick.

I have always been good at setting goals. Big or small, they help give you a sense of direction both for self-development and for the direction of your company, and after the last 12-months, I reckon we zone in on two key goals that will provide a sense of direction and self-development for you and your business or career.

Action Exercise

What are two key goals you can make this year?
Think one for your personal life and the other for your business/career. With focus and clarity, comes a plan that projects confidence, direction, success, and fulfillment – whether or not you failed or succeeded in achieving your goal.

Nga mihi


Clare Russell
Director | RecruitMum

PS: One of the most important things in your business life is to make sure your staff are motivated. Find out what makes them tick, show interest, support them and you’ve just doubled the time it takes to build trust and loyalty into your culture.

We benefit by developing ourselves in order to build on our own future and achieve our life’s purpose.

 

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Stronger, Together – Mum Stories Amplified

Want to be a part of influencing employers around why we need more part-time, flexible working roles that appeal to parents and Mums?

As some of you know, since July 2019 I’ve been operating RecruitMum as the social enterprise employment service connecting Mums to part-time, flexible work. Now, a lot of the important work I do, (what I call the ‘Heart work’) is around building the case and sharing the story of the difficulties Mums face in finding suitable work, that fits in with their busy Mum lives.

However, in order to tell that story, I need stories! Real-life stories and shared experiences of how you’ve found navigating back into work between having children. The highs, the lows, the best stories, the worst stories…all in aid, to grow employer understanding around what it’s really like for a HUGE proportion of the community to find work that works, for them and what’s more, work they love!

So, to share these stories, I need the beautiful faces of Mothers accompanied with answers to five questions. One face, five answers – is what I need to create a series of stories and social media posts that uniquely and aspirationally get this message across.

This is what I’d love to know:

  1. What was your career like before having kids? (Try to explain what job you did, what an average week looked like, how long you worked, and any qualifications you gained to get there in the first place)
  2. Describe your favourite job/employer to date. (Try to explain what made them your favourite, how did they make you feel to deem them your favourite?)
  3. What single greatest thing have you learned about your journey since becoming a parent? (In your answer explain in terms of transferable skills to the workplace, how has it made you a stronger person, better employee?)
  4. Share a not so ideal experience you’ve had in managing your career, since having kids? (This could be anything in terms of a poorly asked question in an interview, an unfair dismissal, a challenging boss, or an inflexible work culture. Use the STAR method to help you answer – Situation Task Action Result)
  5. If you had the full attention of all the employers in one room, what single message or call to action would you present to them? (Think about what you’d love to change around the employment space for Mums, think about what an ideal world looks like for Mums where there are no barriers to employment or finding work you love and deserve).

If you’d like to be a part of championing change and creating better employment opportunities for Mums (the power is in each of us) then please share your story with me at clare@recruitmum.co.nz with your image (high-quality jpeg or png file please) and answers to the above questions.

Your story will then be shared on either RecruitMum’s Facebook page (about 600 + followers), my LinkedIn account (500+ connections – you’ll get in front of employers!), and/or the RecruitMum Instagram account (100 + followers).

I’m told if you want to go fast, go alone…but if you want to go far, bring others with you.
We’re Stronger Together. Let’s go together. 

Thanks for reading.