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Speaker 1: But first, it is fair to say it is a

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Speaker 1: tough time if you're looking for a job at the moment.

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Speaker 1: Seek report of this morning the job ads fell two

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Speaker 1: percent in December and we're down twenty two percent compared

5
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Speaker 1: to December twenty twenty three, so there's not many jobs.

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Speaker 1: At the same time, a survey by recruitment agency Robert

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Speaker 1: Half has found sixty four percent of employees want to

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Speaker 1: pay rise this year. So Meghan Alexander works for Robert Half.

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Speaker 1: In fact, Meghan and Alexander is the managing director of

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Speaker 1: Robert Half and joins me right now, good morning, so

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Speaker 1: not good morning, good evening, Mega, Hi Andrew. So people

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Speaker 1: are looking for jobs, how do you stand out?

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Speaker 2: Look, you have to definitely have the full package in

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Speaker 2: today's climate, So you've got to have an experience that

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Speaker 2: is relevant for the job. You've got to articulate it

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Speaker 2: really well. You have to demonstrate proactivity using initiative and

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Speaker 2: all those people school elements are being able to communicate,

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Speaker 2: and so you really have to turn up and make

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Speaker 2: it count when you go to interview and then be

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Speaker 2: able to follow it through. Obviously, your past will catch

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Speaker 2: up with you. So if you haven't been demonstrating that

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Speaker 2: in the workplace. Now it's a very difficult time to

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Speaker 2: start turning up to an interview without having that behind you,

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Speaker 2: because people are going to reference you, and so it

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Speaker 2: is a case of actually really selling yourself well.

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Speaker 1: And obviously we don't have to know every minutia of

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Speaker 1: your life lived.

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Speaker 2: No, you have to think about the relevance to the

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Speaker 2: job that you're applying for, and thinking about the receiver,

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Speaker 2: the interviewer. What information do they think is pertinent that

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Speaker 2: you can relay good examples of how you've ad avalage

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Speaker 2: to an organization or done something similar so that they

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Speaker 2: can see why they would want you on their team.

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Speaker 1: Portrait pictures on cvs is this a thing?

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Speaker 2: It shouldn't be, right, So in cvs to me, are

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Speaker 2: a sales document that should portray your skill sets. But

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Speaker 2: you certainly don't want people making preconceived ideas about the

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Speaker 2: way you look. And so I think portraits are things

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Speaker 2: that shouldn't be on the CV.

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Speaker 1: But what if you look awesome?

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Speaker 2: You look awesome. It's always in the eyes of the beholder.

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Speaker 1: That's true. Okay, So it's a punt where you have

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Speaker 1: to say it's a punt. What about flexibility because many people,

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Speaker 1: especially over the COVID period and after that, started asking

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Speaker 1: for flexibility more and more demanding it at some stages,

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Speaker 1: but at this moment in our economic cycle, other times

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Speaker 1: of working from home and asking for heaps of flexibility

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Speaker 1: over Yeah.

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Speaker 2: We definitely saw a significant change at Robert haff come

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Speaker 2: through all the different industries last year. So certainly office

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Speaker 2: workers have been called back to offices. You know, ETMI

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Speaker 2: New Zealand was never really a huge fan of hybrid

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Speaker 2: working and so they sort of call back people earlier.

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Speaker 2: But some of the big corporates were slower to adapt,

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Speaker 2: and we've seen a lot of big corporates go from

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Speaker 2: a three to two three days in the office to

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Speaker 2: at home or by versa back into a four to

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Speaker 2: one model being four days in the office and one

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Speaker 2: at home. So some companies have still got a little

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Speaker 2: bit of it, but it's a lot of it went

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Speaker 2: last year. What the employees I'm looking for is a

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Speaker 2: lot more flexibility. So if I've got to drop the

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Speaker 2: kids or pick up the kids, or if I've got

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Speaker 2: the plumber coming today, can I work from home on

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Speaker 2: that one day Versus I want a set day every week,

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Speaker 2: So that world has already changed. It changed significantly in

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Speaker 2: twenty twenty four.

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Speaker 1: Now your company, Robert Half to the survey. I found

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Speaker 1: that sixty four percent of employees want to pay rise

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Speaker 1: this year. I mean every year, almost one hundred percent

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Speaker 1: of employees. I would have thought, we'll want to pay rise.

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Speaker 1: But the thing is it's hard times. So for those

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Speaker 1: employees wanting a pay rise this year, how do you

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Speaker 1: get that.

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Speaker 2: If you really perhaps of worked very effectively and showed

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Speaker 2: that you've been at the top of the bird chain,

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Speaker 2: that you've really added value to the organization, gone over

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Speaker 2: and beyond. So if you're going to ask for a

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Speaker 2: pay rise, you've actually got to demonstrate that you've been

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Speaker 2: able to deliver value to that company. I mean, salaries

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Speaker 2: are not moving it significant rates anymore, and so some

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Speaker 2: people are asking for pay rises because they were sort

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Speaker 2: of used to them over the last three or four years,

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Speaker 2: although they started to drop away last year. So that

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Speaker 2: was there was normal years, right, and so if you

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Speaker 2: go back in time, salaries used to rise at say

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Speaker 2: three or four percent. So what we saw last year

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Speaker 2: was high performing people would get pay rises at maybe

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Speaker 2: six percent, and lower performing people weren't getting them, and

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Speaker 2: so we've got this disparity that crept in last year.

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Speaker 1: All right, But you can't really suggest that to a

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Speaker 1: future employer, though, can. You just have to hope that

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Speaker 1: they realize us as well. So this is a message

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Speaker 1: you're sitting out to employers too.

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Speaker 2: Yeah, Look, you have to you have to back up

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Speaker 2: with the goods of your performance. Right, So if you're

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Speaker 2: going to ask, you need to have you need to

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Speaker 2: come to places like Robert Half and get market information,

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Speaker 2: because there's no point in asking for a salary rise

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Speaker 2: if the market is not doing that for your skill sets.

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Speaker 2: So first and foremost, you need to look credible with

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Speaker 2: market knowledge, and then you have to have examples of

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Speaker 2: how why you believe that you should be getting that

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Speaker 2: pay rise based on your performance?

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Speaker 1: Good?

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Speaker 2: Ever, justify that good?

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Speaker 1: Sef Meghan Alexander and Meghan is the managing director of

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Speaker 1: Robert Half.

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