How Your Next Job Can Find You
Australia’s low unemployment rate is making it challenging for employers to obtain high quality employees. Low unemployment however has not overcome a high degree of uncertainty being felt by employers and employees about the local and overseas economies.
Employees considering a move from a perceived relatively safe working environment to a new job, struggle with the “last in, first out” syndrome hanging over that decision.
In this environment, what job market strategies are available for professionals such as lawyers who are on the path of career advancement?
Should you list yourself with your resume on employment websites and wait for recruitment firms and employers to discover you? What if your current employer found out that you were promoting yourself on a jobs board?
Professionals have been joining one website and listing their career histories and achievements on it. That website is LinkedIn.com
On 14 April 2011, a senior LinkedIn executive revealed: “We’ve hit 2 million members in Australia, a major milestone.”
It is an interesting conundrum that listing one’s details on a jobs board website has all sorts of negative connotations but listing virtually the same information on the LinkedIn website is widely considered to be the savvy thing to do.
Since its beginning, LinkedIn has advertised itself as providing an opportunity to connect with colleagues and potential clients. The jobs board aspect of the website seemed to be more quietly promoted. This is no longer the case. See the videos below for example.
Cliff Rosenberg, Managing Director for LinkedIn in Australia and New Zealand disclosed “our growth has been driven by Australian professionals”.
According to Mr Rosenberg “LinkedIn opens you to a talent pool of professionals in the market who aren’t looking for jobs, but are open to a discussion.”
LinkedIn is now THE place to be found, if you want to be found.
An increasing number of employers and recruitment firms are using this extremely valuable database to undertake searches for high quality staff.
You may not be actively looking for a new role but there may be people actively looking for someone like you, particularly when the number of respondents to certain job ads are low or in some cases non-existent.
Employers can always advertise a position but what happens when they don’t get a satisfactory response? They have to go searching and LinkedIn is a good place to start.
In putting yourself “out there” however, there are some pitfalls to be avoided, and they go to the honesty and integrity of what you are saying about yourself, and what others are saying about you.
In being so exposed to public scrutiny, you do want to make sure that everything you post (and is posted about you) is true and accurate. This is not a case of caveat emptor rather caveat venditor.
Until that next job finds you on LinkedIn, you can still take advantage of the website’s many other benefits such as connecting with colleagues, joining groups of people with similar interests and putting yourself in front of potential clients.
23 April 2011
© 2011 Lawrence Atkinson & Peter Frankl
Does your firm produce a regular Productivity Report? If not, how do you know who is ‘producing’ and who is not? How then do you go about managing under-performers if you don’t have the information? How would you know if they are performing to expectations or not?
In it’s simplest form, a Productivity Report measures:
- Time billed in hours per month or per annum (or weekly if need be);
- Time recorded in money per month and per annum;
- Budgeted time in money terms (ytd);
- Billings in money terms per month and per annum;
- Budgeted billings in money terms (ytd), and
- Work in Progress (in money terms);
by fee earner. It can also include fee earners who have left the practice, but perhaps still have ongoing matters that have been allocated to others.
If you need help, please refer to your local adviser, or contact me. Happy to help.