1 00:00:00,009 --> 00:00:03,690 Speaker 1: Shortlisted is brought to you by Future Women's Jobs Academy. 2 00:00:04,079 --> 00:00:07,230 Speaker 1: Getting back to work after a career break isn't easy. 3 00:00:07,510 --> 00:00:11,310 Speaker 1: Future Women's Jobs Academy is a free online programme supported 4 00:00:11,310 --> 00:00:15,560 Speaker 1: by the Australian government. It's proven to increase confidence and 5 00:00:15,560 --> 00:00:22,899 Speaker 1: connect women with meaningful and flexible jobs. Apply today at jobsacademy.uwomen.com. 6 00:00:23,079 --> 00:00:26,229 Speaker 1: We'll support you to find the right job and thrive. 7 00:00:29,170 --> 00:00:31,799 Speaker 1: Nothing makes a person go weak at the knees quite 8 00:00:31,799 --> 00:00:36,449 Speaker 1: like a job interview. Enter shortlisted. A podcast by future 9 00:00:36,450 --> 00:00:40,080 Speaker 1: women where Helen McCabe and I hold your virtual hand, 10 00:00:40,330 --> 00:00:43,279 Speaker 1: walking with you every step of the way, right to 11 00:00:43,279 --> 00:00:46,810 Speaker 1: the interview door and straight onto the shortlist. 12 00:00:47,668 --> 00:00:50,310 Speaker 1: In this episode, we teach you how to communicate a 13 00:00:50,310 --> 00:00:56,029 Speaker 1: career transition and showcase your transferable skills. Pivot was not 14 00:00:56,029 --> 00:00:58,950 Speaker 1: just the word de jure of 2020, let's learn what 15 00:00:58,950 --> 00:01:02,990 Speaker 1: it takes to switch industries by harnessing your valuable skills 16 00:01:02,990 --> 00:01:03,950 Speaker 1: and experience. 17 00:01:04,899 --> 00:01:06,988 Speaker 2: So you're ready to make a switch and change roles 18 00:01:06,988 --> 00:01:11,068 Speaker 2: or career. How can you frame your prior experience and 19 00:01:11,069 --> 00:01:15,469 Speaker 2: articulate transferable skills? Have you ever had a career transition? 20 00:01:15,569 --> 00:01:16,509 Speaker 2: I think you might have. 21 00:01:16,587 --> 00:01:20,719 Speaker 1: Yeah, I totally have. And I would say my overarching 22 00:01:20,719 --> 00:01:23,348 Speaker 1: piece of advice is, own it. This is not one 23 00:01:23,348 --> 00:01:25,628 Speaker 1: to shy away from, this is not one to wait 24 00:01:25,628 --> 00:01:28,378 Speaker 1: until they bring it up. A career transition's a good thing. 25 00:01:28,587 --> 00:01:30,469 Speaker 1: If you've been in the workforce and you've been kicking 26 00:01:30,469 --> 00:01:33,819 Speaker 1: goals and you've been reaching new heights and achieving things, 27 00:01:34,309 --> 00:01:37,089 Speaker 1: And you're looking to make a shift into a new industry, 28 00:01:37,419 --> 00:01:39,339 Speaker 1: that should be flattering to the people who work in 29 00:01:39,339 --> 00:01:42,620 Speaker 1: that industry currently. And in the world that we live 30 00:01:42,620 --> 00:01:45,980 Speaker 1: in now, there will no doubt be skills and attributes 31 00:01:45,980 --> 00:01:48,459 Speaker 1: and abilities that you have picked up in your previous 32 00:01:48,459 --> 00:01:51,860 Speaker 1: roles that will be more than useful in a new 33 00:01:51,860 --> 00:01:54,860 Speaker 1: area of work. The trick is to sell it in 34 00:01:54,860 --> 00:01:58,029 Speaker 1: a way that is meaningful and is authentic and 35 00:01:58,074 --> 00:02:01,214 Speaker 1: Go down the path of overselling skills that you might 36 00:02:01,214 --> 00:02:02,944 Speaker 1: need in this new job that perhaps you don't 37 00:02:02,944 --> 00:02:07,065 Speaker 2: have. So it's absolutely common practise and more so now 38 00:02:07,065 --> 00:02:08,074 Speaker 2: than it's ever been 39 00:02:08,074 --> 00:02:09,895 Speaker 1: before. Yeah, the portfolio career, right? 40 00:02:09,985 --> 00:02:14,095 Speaker 2: Absolutely. So in Australia, job mobility is at an all-time high, 41 00:02:14,345 --> 00:02:18,375 Speaker 2: with 1 in 10 workers changing jobs from February 2021 42 00:02:18,375 --> 00:02:21,664 Speaker 2: to February 2022. That's a big stat. 43 00:02:22,059 --> 00:02:24,660 Speaker 2: And we also know from a poll of 6000 women 44 00:02:24,660 --> 00:02:29,110 Speaker 2: in 6 countries, 68% of employed women worldwide say the 45 00:02:29,110 --> 00:02:33,029 Speaker 2: pandemic has made them rethink their career paths. And we 46 00:02:33,029 --> 00:02:35,750 Speaker 2: know that because, Jamilla, you and I mentor a lot 47 00:02:35,750 --> 00:02:39,460 Speaker 2: of women through the future women community, and so many 48 00:02:39,460 --> 00:02:43,830 Speaker 2: of you are all thinking about changing roles. So, it's 49 00:02:43,830 --> 00:02:47,228 Speaker 2: really common, don't shy away from it. In fact, I 50 00:02:47,229 --> 00:02:49,830 Speaker 2: would even argue, transitioning careers is a good thing. 51 00:02:50,154 --> 00:02:53,264 Speaker 1: Oh, absolutely. In fact, for the young ones amongst you, 52 00:02:53,304 --> 00:02:55,913 Speaker 1: it is going to be more than normal. It is 53 00:02:55,913 --> 00:02:58,835 Speaker 1: going to be constant. There's a new Australian study out 54 00:02:58,835 --> 00:03:02,633 Speaker 1: that's indicated that young people today will likely have 17 55 00:03:02,633 --> 00:03:06,945 Speaker 1: different jobs over 5 different careers in a lifetime. So, 56 00:03:07,115 --> 00:03:10,755 Speaker 1: I think nowadays, employers are going to expect that you've 57 00:03:10,755 --> 00:03:12,714 Speaker 1: moved around a little bit. So it's not something to 58 00:03:12,714 --> 00:03:15,785 Speaker 1: be worried about or ashamed of. There are a whole 59 00:03:15,785 --> 00:03:17,794 Speaker 1: different bunch of motivations that might be. 60 00:03:17,889 --> 00:03:21,360 Speaker 1: The reason behind you pursuing a new career. It might 61 00:03:21,360 --> 00:03:23,679 Speaker 1: be plain and simple. It might be about money, right? 62 00:03:23,869 --> 00:03:26,198 Speaker 1: It might be that you were in a career where 63 00:03:26,199 --> 00:03:28,479 Speaker 1: you'd reached a ceiling, you weren't gonna go further, and 64 00:03:28,479 --> 00:03:30,960 Speaker 1: you wanted to look for greater rewards somewhere else. It 65 00:03:30,960 --> 00:03:34,919 Speaker 1: might be about flexibility and balance and well-being. Perhaps you 66 00:03:34,919 --> 00:03:37,160 Speaker 1: were in a career where it was always going to 67 00:03:37,160 --> 00:03:40,039 Speaker 1: be super fast paced and high pressure, and that's not 68 00:03:40,039 --> 00:03:44,509 Speaker 1: something you want right now. Or perhaps it's about experience 69 00:03:44,509 --> 00:03:45,720 Speaker 1: or love of doing. 70 00:03:45,815 --> 00:03:48,324 Speaker 1: Something different. Perhaps you've reached a stage in your life 71 00:03:48,324 --> 00:03:50,845 Speaker 1: where it's not just about doing the job you trained 72 00:03:50,845 --> 00:03:53,764 Speaker 1: for when you were younger. Perhaps it's time for a change. 73 00:03:53,845 --> 00:03:56,645 Speaker 1: Perhaps your values have shifted. Perhaps there's a culture or 74 00:03:56,645 --> 00:03:59,964 Speaker 1: a series of relationships that you want to explore. I 75 00:03:59,964 --> 00:04:02,404 Speaker 1: think that's something to be really proud of. Remember, if 76 00:04:02,404 --> 00:04:05,595 Speaker 1: you're interviewing for a job, you're interviewing with someone who 77 00:04:05,595 --> 00:04:08,195 Speaker 1: works in that area already. So they like it. They 78 00:04:08,195 --> 00:04:11,154 Speaker 1: think it's good. It is, if anything, flattering to them 79 00:04:11,154 --> 00:04:12,884 Speaker 1: to hear from you that you'd also like to work 80 00:04:12,884 --> 00:04:13,565 Speaker 1: in that space. 81 00:04:14,100 --> 00:04:17,000 Speaker 2: And look, moving around is the fastest way to a 82 00:04:17,000 --> 00:04:20,470 Speaker 2: salary increase. Quite often, you need to move in order 83 00:04:20,470 --> 00:04:23,479 Speaker 2: to jump up the ladder, both in terms of your 84 00:04:23,480 --> 00:04:26,959 Speaker 2: title and in terms of your salary. But they are 85 00:04:26,959 --> 00:04:30,390 Speaker 2: not the only reasons to go. People move because of 86 00:04:30,390 --> 00:04:34,730 Speaker 2: mental health services, flexible schedules, and of course, getting more 87 00:04:34,730 --> 00:04:38,399 Speaker 2: technical skills, or remote work options, which, of course, is 88 00:04:38,399 --> 00:04:43,109 Speaker 2: something that's quite important to many of our community. So, 89 00:04:43,600 --> 00:04:48,600 Speaker 2: You're in a job interview, you've got to explain that 90 00:04:48,600 --> 00:04:52,709 Speaker 2: you've gone from one profession to something wildly different. 91 00:04:53,720 --> 00:04:56,480 Speaker 1: What do you do about it? All right, so, as 92 00:04:56,480 --> 00:04:58,359 Speaker 1: I said at the top, you sell it, folks, and 93 00:04:58,359 --> 00:05:00,670 Speaker 1: we're gonna do a little bit of a practise now. So, 94 00:05:00,880 --> 00:05:03,890 Speaker 1: I'm in my job interview with Helen McCabe, lucky me, 95 00:05:04,119 --> 00:05:08,079 Speaker 1: and Helen is asking me about why I think I 96 00:05:08,079 --> 00:05:11,320 Speaker 1: would be right for this new role as a journalist 97 00:05:11,320 --> 00:05:13,869 Speaker 1: working at Future Women, given that I used to be 98 00:05:13,869 --> 00:05:17,040 Speaker 1: a professional synchronised swimmer. And she says to me, 99 00:05:17,500 --> 00:05:20,410 Speaker 1: What possible transferable skills could you bring to this role? 100 00:05:20,700 --> 00:05:22,820 Speaker 1: It's a particularly challenging one, and I'm hoping that the 101 00:05:22,820 --> 00:05:24,799 Speaker 1: challenge for the rest of you selling something is not 102 00:05:24,799 --> 00:05:25,339 Speaker 1: quite this hard. 103 00:05:25,459 --> 00:05:27,940 Speaker 2: This is gonna be a really good exercise in hearing 104 00:05:27,940 --> 00:05:30,109 Speaker 2: how good Jamila is at selling something, because she will 105 00:05:30,109 --> 00:05:33,329 Speaker 2: actually be able to do this. What did you learn 106 00:05:33,329 --> 00:05:36,940 Speaker 2: synchronised swimming that you can bring to the role of 107 00:05:36,940 --> 00:05:37,140 Speaker 2: Fitch 108 00:05:37,140 --> 00:05:37,570 Speaker 1: Women? 109 00:05:38,399 --> 00:05:39,989 Speaker 1: It's hard to know where to start because there are 110 00:05:39,988 --> 00:05:42,299 Speaker 1: so many things that you can bring to your organisation. 111 00:05:42,549 --> 00:05:44,950 Speaker 1: The first one is, I think, a fresh perspective, because 112 00:05:44,950 --> 00:05:48,579 Speaker 1: Future women is staffed mostly by young women who've worked 113 00:05:48,579 --> 00:05:53,750 Speaker 1: in areas such as gender, diversity, inclusion, sales, and politics 114 00:05:53,750 --> 00:05:56,269 Speaker 1: and media in the past. And what I bring is 115 00:05:56,269 --> 00:05:58,750 Speaker 1: a new perspective that nobody else can, and that's the 116 00:05:58,750 --> 00:06:00,549 Speaker 1: perspective of an elite athlete. 117 00:06:01,049 --> 00:06:05,010 Speaker 1: Which I add, as you can see. Uh, what I'm 118 00:06:05,010 --> 00:06:07,410 Speaker 1: able to bring is the sense of hard work and 119 00:06:07,410 --> 00:06:10,500 Speaker 1: training and dedication that is required to be an elite athlete. 120 00:06:10,649 --> 00:06:13,738 Speaker 1: I'm someone who takes a task, I focus completely on 121 00:06:13,738 --> 00:06:16,649 Speaker 1: that task, and I am a problem solver. I'm someone 122 00:06:16,649 --> 00:06:18,649 Speaker 1: who brings creativity to what I do. 123 00:06:18,954 --> 00:06:24,575 Speaker 1: I have learned countless incredible artistic swimming routines in my life, 124 00:06:24,744 --> 00:06:26,625 Speaker 1: and I've been part of creating them, and I'll be 125 00:06:26,625 --> 00:06:29,015 Speaker 1: able to bring that into the future women space as well. 126 00:06:29,105 --> 00:06:30,864 Speaker 1: And I'll be able to take that creative approach to 127 00:06:30,863 --> 00:06:33,255 Speaker 1: solving the kinds of problems that you're coming up against, 128 00:06:33,505 --> 00:06:35,904 Speaker 1: when you're looking at how to deliver for different members 129 00:06:35,904 --> 00:06:36,945 Speaker 1: of your jobs academy. 130 00:06:37,369 --> 00:06:39,988 Speaker 1: I also have a host of interesting contacts, and when 131 00:06:39,988 --> 00:06:42,040 Speaker 1: you think about the kind of people you want speaking 132 00:06:42,040 --> 00:06:45,079 Speaker 1: at future women events and to be part of your community, 133 00:06:45,329 --> 00:06:47,820 Speaker 1: you want access to the elite sporting world because we 134 00:06:47,820 --> 00:06:48,250 Speaker 1: have a lot to 135 00:06:48,250 --> 00:06:49,440 Speaker 2: give. Did you actually swim? 136 00:06:50,488 --> 00:06:53,209 Speaker 2: No, no, OK, you just did you just came 137 00:06:53,209 --> 00:06:56,469 Speaker 1: up with the concepts. I'm not a synchronised swim. 138 00:06:57,720 --> 00:06:58,839 Speaker 1: A very poor lung capacity. 139 00:07:00,000 --> 00:07:03,890 Speaker 2: What you missed I think was teamwork. You would have 140 00:07:03,890 --> 00:07:06,238 Speaker 2: been would have been really good in the teamwork um 141 00:07:06,238 --> 00:07:07,359 Speaker 2: component of synchronised 142 00:07:07,359 --> 00:07:10,799 Speaker 1: swimming. Now, obviously we're being sarcastic and silly folks, but 143 00:07:10,799 --> 00:07:13,320 Speaker 1: I do think there's some truth in that. There is a, a, 144 00:07:13,359 --> 00:07:16,119 Speaker 1: a core authenticity to what Helen and I are talking 145 00:07:16,119 --> 00:07:17,709 Speaker 1: about there, which is that no matter 146 00:07:17,760 --> 00:07:20,989 Speaker 1: Where you have worked, you have developed some kind of 147 00:07:20,989 --> 00:07:25,619 Speaker 1: broad transferable skills. You may not have new technical skills. 148 00:07:25,750 --> 00:07:28,160 Speaker 1: The technical skills are something you might have to learn 149 00:07:28,160 --> 00:07:33,269 Speaker 1: on the job. However, the broad skills required to achieve 150 00:07:33,269 --> 00:07:36,589 Speaker 1: and be a good teammate in a workplace are really 151 00:07:36,589 --> 00:07:37,829 Speaker 1: quite similar. 152 00:07:38,329 --> 00:07:42,690 Speaker 2: Absolutely. And the thing that often employers are looking for 153 00:07:42,690 --> 00:07:46,290 Speaker 2: is that breadth of experience. So, whether it be in 154 00:07:46,290 --> 00:07:50,239 Speaker 2: an elite sport or in banking, or whether it be 155 00:07:50,239 --> 00:07:53,850 Speaker 2: in an ad agency, it's often exciting to think that 156 00:07:53,850 --> 00:07:57,049 Speaker 2: you can hire someone who's immersed themselves in a completely 157 00:07:57,049 --> 00:08:00,769 Speaker 2: different world to the one that you're in. So, I 158 00:08:00,769 --> 00:08:02,730 Speaker 2: completely endorse everything that Jamila just said, and I think 159 00:08:02,730 --> 00:08:04,970 Speaker 2: that was a really good example of how you can, 160 00:08:05,549 --> 00:08:10,390 Speaker 2: Sell almost any experience in an adjacent career. 161 00:08:11,649 --> 00:08:13,209 Speaker 1: If you're going to go about this, if you are 162 00:08:13,209 --> 00:08:15,250 Speaker 1: moving into a new space, the first thing you need 163 00:08:15,250 --> 00:08:17,450 Speaker 1: to do is do a bit of self-analysis, right? You 164 00:08:17,450 --> 00:08:19,799 Speaker 1: need to move into a place where you can identify 165 00:08:19,799 --> 00:08:24,209 Speaker 1: those transferable skills and have a case to make about 166 00:08:24,209 --> 00:08:27,690 Speaker 1: where you have demonstrated those skills in the past in 167 00:08:27,690 --> 00:08:30,679 Speaker 1: a way that's not too technical to your previous jobs. 168 00:08:30,845 --> 00:08:33,354 Speaker 1: That's not gonna be super helpful. So, I want you 169 00:08:33,354 --> 00:08:35,594 Speaker 1: to look at what you've done in the past and 170 00:08:35,594 --> 00:08:38,914 Speaker 1: sit down and actually do some real reflection on your 171 00:08:38,914 --> 00:08:42,474 Speaker 1: previous roles. Think about what you were good at, and 172 00:08:42,474 --> 00:08:45,674 Speaker 1: think about how that might be useful or relevant to 173 00:08:45,674 --> 00:08:48,534 Speaker 1: the job description of the role you're applying for. I'm 174 00:08:48,534 --> 00:08:50,034 Speaker 1: gonna say that again because it's really important. 175 00:08:50,280 --> 00:08:51,830 Speaker 1: I want you to sit down and have a think 176 00:08:51,830 --> 00:08:55,710 Speaker 1: about your strengths, what you've achieved, those great examples of 177 00:08:55,710 --> 00:08:59,150 Speaker 1: when you've overcome failure, or you've brought people together, whatever 178 00:08:59,150 --> 00:09:01,030 Speaker 1: it might be. And then I want you to sit 179 00:09:01,030 --> 00:09:04,309 Speaker 1: and link them to your new job description, and think 180 00:09:04,309 --> 00:09:07,070 Speaker 1: about how they can link together. I think looking at 181 00:09:07,070 --> 00:09:11,108 Speaker 1: old resumes, old emails and files will help you recall 182 00:09:11,109 --> 00:09:13,229 Speaker 1: previous experience that perhaps you've gained. 183 00:09:13,679 --> 00:09:16,630 Speaker 1: And folks, when in doubt, Google. When in doubt, Google. 184 00:09:16,799 --> 00:09:21,760 Speaker 1: You can Google transferable skills checklists for your industry. They 185 00:09:21,760 --> 00:09:25,479 Speaker 1: exist on websites like Seek, Jobs and Skills websites. You can, 186 00:09:25,489 --> 00:09:27,559 Speaker 1: of course, come to the Future Women team if you're 187 00:09:27,559 --> 00:09:29,989 Speaker 1: part of the Jobs Academy for some support. And we 188 00:09:29,989 --> 00:09:30,700 Speaker 1: can help you. 189 00:09:30,789 --> 00:09:35,270 Speaker 1: With resources that identify potential career paths and roles that 190 00:09:35,270 --> 00:09:39,030 Speaker 1: overlap when it comes to skill sets. One more thing 191 00:09:39,030 --> 00:09:43,630 Speaker 1: I'd suggest, Helen, is looking at a strengths test or survey. So, 192 00:09:43,669 --> 00:09:46,510 Speaker 1: if you have ever done personality testing, like a Myers 193 00:09:46,510 --> 00:09:47,909 Speaker 1: Briggs type situation. 194 00:09:48,229 --> 00:09:51,390 Speaker 1: That can be really useful to identify transferable skills. If 195 00:09:51,390 --> 00:09:55,020 Speaker 1: you haven't done something like that before, the VA Character 196 00:09:55,020 --> 00:09:59,270 Speaker 1: Strength survey, via spelled VIA, is something we use as 197 00:09:59,270 --> 00:10:02,030 Speaker 1: a tool at Future Women. It is free, you can 198 00:10:02,030 --> 00:10:05,150 Speaker 1: access it online. Quick Google, we'll get you there, and 199 00:10:05,150 --> 00:10:09,109 Speaker 1: it will give you actual language to put around your 200 00:10:09,109 --> 00:10:12,719 Speaker 1: strengths and skills that are transferable within any industry. 201 00:10:13,200 --> 00:10:15,348 Speaker 2: OK, before we go on to some examples, I just 202 00:10:15,349 --> 00:10:18,909 Speaker 2: want to ask the question, what if I've transitioned a 203 00:10:18,909 --> 00:10:21,309 Speaker 2: number of times? So, I've had a bit of a 204 00:10:21,309 --> 00:10:23,979 Speaker 2: bad run, I've tried a couple of different career paths, 205 00:10:24,109 --> 00:10:27,829 Speaker 2: hasn't quite worked. I, for one, do look at those 206 00:10:27,830 --> 00:10:32,459 Speaker 2: CVs and go, 06 months, you know, 18 months, 9 months. 207 00:10:32,500 --> 00:10:36,919 Speaker 2: I'm a bit concerned. Any advice on how you explain 208 00:10:37,590 --> 00:10:39,859 Speaker 2: short periods of time in different 209 00:10:39,859 --> 00:10:42,179 Speaker 1: organisations? Yeah, I think that's a really 210 00:10:42,760 --> 00:10:44,840 Speaker 1: Good one to point out because, 211 00:10:45,799 --> 00:10:47,880 Speaker 1: I don't think that's something you should gloss over or 212 00:10:47,880 --> 00:10:50,880 Speaker 1: not mention, because if you don't mention it, and there 213 00:10:50,880 --> 00:10:54,320 Speaker 1: are good reasons for that quick or rapid movement between 214 00:10:54,320 --> 00:10:57,640 Speaker 1: industries or roles, your employer is gonna read a whole 215 00:10:57,640 --> 00:10:58,200 Speaker 1: lot into that. 216 00:10:58,619 --> 00:11:01,659 Speaker 1: Your potential employer. They're gonna look at that resume and go, Ooh, 217 00:11:01,940 --> 00:11:04,739 Speaker 1: bit flighty, not gonna stick with the job. Red flags. What, 218 00:11:04,830 --> 00:11:06,619 Speaker 1: what what's going on? It is. It is a massive 219 00:11:06,619 --> 00:11:10,650 Speaker 1: red flag. But you probably have a really good reason 220 00:11:10,650 --> 00:11:13,299 Speaker 1: for those fast transitions, right? I don't want you to 221 00:11:13,299 --> 00:11:15,218 Speaker 1: rat on your previous workplace. I don't want you to 222 00:11:15,219 --> 00:11:17,460 Speaker 1: sit there and go, Oh, well, they expected this, and 223 00:11:17,460 --> 00:11:19,270 Speaker 1: they did that, and I was bullied there and this 224 00:11:19,270 --> 00:11:21,409 Speaker 1: happened there. Don't do that cause that doesn't. 225 00:11:21,580 --> 00:11:23,979 Speaker 1: Really sell well either. But I think if you've got 226 00:11:23,979 --> 00:11:27,309 Speaker 1: a good reason for that quick movement, then say it. 227 00:11:27,500 --> 00:11:30,739 Speaker 1: Say it simply, say it briefly, and move on, because 228 00:11:30,739 --> 00:11:33,609 Speaker 1: instead of your employer's mind going to all the possible 229 00:11:33,609 --> 00:11:37,580 Speaker 1: imaginative reasons for your quick transitions, you've just given them 230 00:11:37,580 --> 00:11:39,859 Speaker 1: the answer so that their mind stops going to the 231 00:11:39,859 --> 00:11:41,579 Speaker 1: worst possible scenarios. 232 00:11:41,780 --> 00:11:44,340 Speaker 2: So one explanation I heard 233 00:11:44,390 --> 00:11:46,669 Speaker 2: And it comes from one of our mentors, actually. She's 234 00:11:46,669 --> 00:11:50,140 Speaker 2: got a crazy CV. She's done, like, so many different jobs. 235 00:11:50,460 --> 00:11:53,530 Speaker 2: And her explanation is, I just like to get in, 236 00:11:53,820 --> 00:11:56,559 Speaker 2: do a job, do it really well, and then I 237 00:11:56,559 --> 00:11:59,659 Speaker 2: just wanna move on. I, I, I get bored by 238 00:11:59,659 --> 00:12:01,380 Speaker 2: doing the same thing over and over again. I like 239 00:12:01,380 --> 00:12:04,020 Speaker 2: big problems, and anyone who hires me knows that's what 240 00:12:04,020 --> 00:12:06,340 Speaker 2: they get. I just come in, lead a team, and 241 00:12:06,340 --> 00:12:07,179 Speaker 2: then I just move on. 242 00:12:07,669 --> 00:12:09,590 Speaker 2: You know, I stayed around for a few years because 243 00:12:09,590 --> 00:12:11,309 Speaker 2: they gave me a new project and I really enjoyed 244 00:12:11,309 --> 00:12:13,710 Speaker 2: that project, but I never stay for long. And that's 245 00:12:13,710 --> 00:12:16,900 Speaker 2: just who she is. And she understands that about herself, 246 00:12:17,150 --> 00:12:19,869 Speaker 2: and she explains that about herself. She's obviously very good 247 00:12:19,869 --> 00:12:23,439 Speaker 2: at what she does, but her CV red flags all 248 00:12:23,440 --> 00:12:25,699 Speaker 2: over it, until she's explained it. 249 00:12:25,909 --> 00:12:27,900 Speaker 1: I'm trying to think how I would react to that 250 00:12:28,270 --> 00:12:30,190 Speaker 1: in a job interview, if I was interviewing her and 251 00:12:30,190 --> 00:12:32,619 Speaker 1: she said that. Firstly, I think I'd be quite taken 252 00:12:32,619 --> 00:12:34,030 Speaker 1: aback by someone saying, 253 00:12:34,559 --> 00:12:37,039 Speaker 1: I'm here for a good time, not a long time, essentially, 254 00:12:37,580 --> 00:12:39,900 Speaker 1: and then I suspect my second reaction would be. 255 00:12:40,820 --> 00:12:44,479 Speaker 1: Well, if you're effective, that's fine, and at least I 256 00:12:44,479 --> 00:12:46,960 Speaker 1: know I can kind of have a mind to, well, 257 00:12:47,000 --> 00:12:49,039 Speaker 1: is there someone else in the organisation who I can 258 00:12:49,039 --> 00:12:51,589 Speaker 1: train up under you, who can take that role next. 259 00:12:51,799 --> 00:12:54,799 Speaker 1: I can literally succession plan for a couple of years 260 00:12:54,799 --> 00:12:56,229 Speaker 1: cause I know you're not gonna be around. 261 00:12:56,359 --> 00:12:58,909 Speaker 2: Absolutely. And again, it goes to, I guess, the general 262 00:12:58,909 --> 00:13:02,440 Speaker 2: theme we've hit upon throughout this podcast series that, 263 00:13:02,979 --> 00:13:06,750 Speaker 2: Knowing yourself and being authentic and being respectful and honest 264 00:13:06,750 --> 00:13:09,229 Speaker 2: about it will take you a long way. 265 00:13:09,909 --> 00:13:15,109 Speaker 1: Helen, let's test out a couple of non-synchronized swimming-related examples. 266 00:13:15,349 --> 00:13:18,580 Speaker 1: Imagine that I am a, let's say, a sales representative, 267 00:13:18,830 --> 00:13:22,469 Speaker 1: and I wanna move into a job that's more like 268 00:13:22,469 --> 00:13:25,270 Speaker 1: project management. What are some of the relevant skills that 269 00:13:25,270 --> 00:13:27,669 Speaker 1: I might have gained over my work? 270 00:13:27,854 --> 00:13:30,715 Speaker 1: As a sales representative, let's say for a pharmaceutical company, 271 00:13:30,965 --> 00:13:33,875 Speaker 1: and I want to move into a project management role 272 00:13:34,244 --> 00:13:37,205 Speaker 1: in any industry, where I'm gonna be running short to 273 00:13:37,205 --> 00:13:39,724 Speaker 1: medium-term projects from start to finish. Well, you're 274 00:13:39,724 --> 00:13:45,085 Speaker 2: probably really good at building out spreadsheets of activity, and, and, 275 00:13:45,125 --> 00:13:48,445 Speaker 2: and the pipeline, yes, we're not, you're not swimming. And 276 00:13:48,445 --> 00:13:52,924 Speaker 2: the pipeline of activity, so you've got really clear spreadsheet. 277 00:13:53,659 --> 00:13:56,640 Speaker 2: Skills. Yeah. And you can look at a project and 278 00:13:56,640 --> 00:13:58,880 Speaker 2: see whether it's on time, and it's colour coded, and 279 00:13:58,880 --> 00:14:02,799 Speaker 2: it looks, you know, very easy to digest. You're probably 280 00:14:02,799 --> 00:14:05,590 Speaker 2: excellent at budgeting for the same reason that you know 281 00:14:05,880 --> 00:14:09,159 Speaker 2: what clients are coming into the organisation, you know what 282 00:14:09,159 --> 00:14:11,039 Speaker 2: the budget is and how close you are to hitting 283 00:14:11,039 --> 00:14:14,349 Speaker 2: the budget. It's really important in project management. Communication skills, 284 00:14:14,440 --> 00:14:17,679 Speaker 2: you are probably excellent at communicating because you've had to 285 00:14:17,679 --> 00:14:21,479 Speaker 2: go out and cold call clients and present in different formats, video, 286 00:14:21,559 --> 00:14:22,320 Speaker 2: in person. 287 00:14:22,809 --> 00:14:28,250 Speaker 2: Go into large rooms and make connections, you're probably really 288 00:14:28,250 --> 00:14:30,570 Speaker 2: good with a lot of those programmes, a lot of 289 00:14:30,570 --> 00:14:33,390 Speaker 2: those software programmes. All those programmes that 290 00:14:34,150 --> 00:14:39,349 Speaker 2: you and I try to avoid. Asana, Campaign Monitor, Slack, 291 00:14:39,429 --> 00:14:44,479 Speaker 2: all those excellent programmes, software, apps that help manage time 292 00:14:44,479 --> 00:14:47,789 Speaker 2: and teams. Um, super important in a, in a, in 293 00:14:47,789 --> 00:14:50,750 Speaker 2: a project management role. So, I think you could easily 294 00:14:50,750 --> 00:14:53,229 Speaker 2: make the argument that a sales rep and a project 295 00:14:53,229 --> 00:14:57,750 Speaker 2: manager are really suited to, you know, a career transition process. So, 296 00:14:58,890 --> 00:15:02,010 Speaker 2: This is one for you, you're a former teacher and 297 00:15:02,010 --> 00:15:06,330 Speaker 2: you're moving into a job in programme delivery for the 298 00:15:06,330 --> 00:15:10,000 Speaker 2: Commonwealth government. Imagine you're working for Home Affairs. 299 00:15:10,760 --> 00:15:13,909 Speaker 1: Ooh, OK. Firstly, I would say this is not uncommon 300 00:15:13,909 --> 00:15:16,869 Speaker 1: at all. I have hired a bunch of former teachers 301 00:15:16,869 --> 00:15:20,440 Speaker 1: in my working life, and I think often time in 302 00:15:20,440 --> 00:15:23,520 Speaker 1: the classroom can be limited, and it's one of the 303 00:15:23,520 --> 00:15:26,840 Speaker 1: reasons that we need to train more teachers these days. And, uh, 304 00:15:26,880 --> 00:15:28,960 Speaker 1: quick plug for all the teachers out there. Teachers make 305 00:15:28,960 --> 00:15:33,080 Speaker 1: excellent employees in other areas. So, firstly, if I was 306 00:15:33,080 --> 00:15:36,960 Speaker 1: thinking about a programme delivery role in government, I think 307 00:15:36,960 --> 00:15:38,840 Speaker 1: I'd start with saying, I can juggle compete. 308 00:15:39,229 --> 00:15:43,590 Speaker 1: priorities. Because as a teacher, particularly a classroom teacher, your 309 00:15:43,590 --> 00:15:47,270 Speaker 1: day to day is being on your feet, making fast decisions, 310 00:15:47,309 --> 00:15:49,710 Speaker 1: and knowing that there's a whole bunch of different children 311 00:15:49,710 --> 00:15:52,109 Speaker 1: who have different needs at any one time, and that 312 00:15:52,109 --> 00:15:54,669 Speaker 1: you've also got pressure coming from colleagues and a principal 313 00:15:54,669 --> 00:15:57,390 Speaker 1: and a curriculum set by government. That means you have 314 00:15:57,390 --> 00:15:58,989 Speaker 1: to have an eye and an ear to a whole 315 00:15:58,989 --> 00:16:02,270 Speaker 1: bunch of different competing pressures. And so you've got to 316 00:16:02,270 --> 00:16:05,099 Speaker 1: be someone who's able to prioritise both in the moment 317 00:16:05,099 --> 00:16:07,270 Speaker 1: and over the short and the medium term. 318 00:16:08,260 --> 00:16:10,820 Speaker 1: Number 2 is, I don't know a teacher who's not really, 319 00:16:11,010 --> 00:16:15,969 Speaker 1: really organised. Being across a new classroom of kids every year, 320 00:16:16,140 --> 00:16:18,979 Speaker 1: if you're a high school teacher, being across multiple classrooms 321 00:16:18,979 --> 00:16:22,380 Speaker 1: of kids, being across the outcomes that they've got to 322 00:16:22,380 --> 00:16:25,409 Speaker 1: get to, the way you're gonna be reporting back to parents, 323 00:16:25,580 --> 00:16:28,729 Speaker 1: at the same time, managing whatever extracurricular thing that the 324 00:16:28,729 --> 00:16:31,380 Speaker 1: principal's got you doing at that moment, getting ready for 325 00:16:31,380 --> 00:16:33,580 Speaker 1: school camps, being able to go on professional development. 326 00:16:33,674 --> 00:16:36,465 Speaker 1: Days, getting all your marking done, there is an incredible 327 00:16:36,465 --> 00:16:39,344 Speaker 1: level of organisation required as a teacher. And if you're 328 00:16:39,344 --> 00:16:42,544 Speaker 1: going into a programme delivery role in government, that sense 329 00:16:42,544 --> 00:16:46,625 Speaker 1: of organisation, it's essentially a project management role. When you're 330 00:16:46,625 --> 00:16:49,385 Speaker 1: looking at a programme within a government department and you've 331 00:16:49,385 --> 00:16:51,945 Speaker 1: got to deliver something that has been sent to you 332 00:16:51,945 --> 00:16:55,025 Speaker 1: by government, perhaps similar to a curriculum, and you've got 333 00:16:55,025 --> 00:16:57,145 Speaker 1: to make it happen, you've got to be someone who 334 00:16:57,145 --> 00:16:59,065 Speaker 1: is extremely organised. 335 00:16:59,580 --> 00:17:01,039 Speaker 1: And then I think I come to the idea of 336 00:17:01,039 --> 00:17:04,810 Speaker 1: a community of stakeholders and being able to communicate with stakeholders. 337 00:17:05,030 --> 00:17:06,469 Speaker 1: As a teacher, you've got a whole bunch of people 338 00:17:06,469 --> 00:17:09,750 Speaker 1: who are interested in the job you do, including either 339 00:17:09,750 --> 00:17:14,420 Speaker 1: little or teenage children, including their parents, including the community, 340 00:17:14,660 --> 00:17:16,910 Speaker 1: including your principal, including again the government. 341 00:17:17,339 --> 00:17:21,510 Speaker 1: And in a programme delivery role, when you're working for government, 342 00:17:21,670 --> 00:17:24,949 Speaker 1: you are often delivering for the voters, you're delivering for 343 00:17:24,949 --> 00:17:27,790 Speaker 1: the people who need that service or that programme, you're 344 00:17:27,790 --> 00:17:32,189 Speaker 1: possibly contracting from other organisations to deliver that programme. Perhaps. 345 00:17:32,369 --> 00:17:36,000 Speaker 1: communicating with other government departments or the minister's office, again, 346 00:17:36,099 --> 00:17:39,989 Speaker 1: you've got to be able to have those different stakeholders involved, 347 00:17:40,510 --> 00:17:43,050 Speaker 1: understand their views, but in the end, you're the one 348 00:17:43,050 --> 00:17:45,359 Speaker 1: that has to execute and execute in a way that 349 00:17:45,359 --> 00:17:47,310 Speaker 1: is going to work for as many of them as possible. 350 00:17:48,050 --> 00:17:51,000 Speaker 2: I think you make a really good point about stakeholder management. 351 00:17:51,250 --> 00:17:53,959 Speaker 2: That's a skill that you look for as an employer, 352 00:17:54,250 --> 00:17:59,599 Speaker 2: and it's one many of the FW community probably doesn't 353 00:17:59,939 --> 00:18:03,770 Speaker 2: recognise that they have, because of all of the things 354 00:18:03,770 --> 00:18:06,530 Speaker 2: that most of you juggle every day. Stakeholder management, you 355 00:18:06,530 --> 00:18:07,050 Speaker 2: do every day. 356 00:18:07,680 --> 00:18:11,260 Speaker 1: The Monster's Future of Work report in 2021, Helen, surveyed 357 00:18:11,260 --> 00:18:15,459 Speaker 1: 3000 recruiters and talent acquisition leaders around the world. They 358 00:18:15,459 --> 00:18:19,209 Speaker 1: found that more than 70% of employers are willing to hire, 359 00:18:19,380 --> 00:18:23,419 Speaker 1: willing to train someone with transferable skills. So that means 360 00:18:23,420 --> 00:18:26,069 Speaker 1: the chances are the employer you're sitting in front of 361 00:18:26,069 --> 00:18:29,060 Speaker 1: for that job interview that's coming up is open and 362 00:18:29,060 --> 00:18:32,500 Speaker 1: happy and excited to hire someone with transferable skills. You've 363 00:18:32,500 --> 00:18:33,660 Speaker 1: just got to go in there and sell it. 364 00:18:35,719 --> 00:18:39,880 Speaker 1: Shortlisted is produced by Future Women's Jobs Academy. To apply 365 00:18:39,880 --> 00:18:45,800 Speaker 1: to join, head to jobsacademy.uwomen.com or go to Futurewomen.com to 366 00:18:45,800 --> 00:18:47,729 Speaker 1: become a future women member today.