Speaker 1: Hello.
Speaker 2: My name's Santasha Nabananga Bamblet. I'm a proud yr the
Speaker 2: Order Kerni Whoalbury and a waddery woman. And before we
Speaker 2: get started on She's on the Money podcast, I would
Speaker 2: like to acknowledge the traditional custodians of the land of
Speaker 2: which this podcast is recorded on a wondery country, acknowledging
Speaker 2: the elders, the ancestors and the next generation coming through
Speaker 2: as this podcast is about connecting, empowering, knowledge sharing and
Speaker 2: the storytelling of you to make a difference for today
Speaker 2: and lasting impact for tomorrow.
Speaker 1: Let's get into it. She's on the Money. She's on
Speaker 1: the Money.
Speaker 3: Hello, and welcome that She's on the Money cast for
Speaker 3: millennials who want financial freedom. My name is beck Syed
Speaker 3: and with me is Victoria. Divine?
Speaker 1: Hey wrong, divine Victoria. Yeah, it's good name, isn't it.
Speaker 1: Thanks mum. He is a very good name. I say,
Speaker 1: thanks mum, not dad, because obviously came from my dad,
Speaker 1: but my mum chose to marry him. Oh well, good
Speaker 1: old decisions from women. Good on you all the divines
Speaker 1: to be honest. Yeah, it's a group effect. It's a
Speaker 1: group effort.
Speaker 3: Now, Victoria divine, divine victoria. We've shared on the pod
Speaker 3: before that I've done a fair few different jobs in
Speaker 3: my life.
Speaker 1: You have, it's relatively impressive. Thank you.
Speaker 3: I'm kind of getting over the embarrassment. I used to
Speaker 3: be quite embarrassed, but now I'm like, that's cool. I've
Speaker 3: done like a million jobs.
Speaker 1: Why is it embarrassing. I don't know. It's just like
Speaker 1: something you didn't really hear of.
Speaker 3: I'm like, I was a kitchen for five seconds, and
Speaker 3: then I was a barista for five seconds, and then
Speaker 3: I was this and then this, and kept jumping and
Speaker 3: jumping and hopping.
Speaker 1: You're just working out what you like, totally. Thank you.
Speaker 1: That's much better than just getting into a job and
Speaker 1: being like, can't leave because I just started and this
Speaker 1: is trash. Yeah, everybody else who's winning bex winning, Thank you.
Speaker 3: That's a very good way to reframe it. This is
Speaker 3: relevant today because we are talking about something that involves
Speaker 3: changing your career on the regular, but in a strategic way.
Speaker 3: So just hopping to literally increase your income, I feel
Speaker 3: like it's necessary nowadays.
Speaker 1: Hey yeah, I think so. It's really frustrating, but the
Speaker 1: rise of job hobbing is changing the landscape of employment,
Speaker 1: with companies needing to adapt their retention strategies to keep
Speaker 1: employees engaged. While loyalty and engagement with your workplace is
Speaker 1: really important, often the most effective way to get the
Speaker 1: salary increase you want, sadly, is by changing jobs and companies.
Speaker 1: So let's face it. Many salaries are unfortunately not keeping
Speaker 1: up with inflation, and lots of people are considering leaving. Well,
Speaker 1: let's talk about it. Oh, it's an interesting concept and
Speaker 1: it makes me really sad. Side notes. I used to
Speaker 1: work in employee engagement and satisfaction Like that used to
Speaker 1: be my job. I used to be secondered into other companies.
Speaker 1: We used to do employee engagement surveys and then I
Speaker 1: would implement strategies to increase engagement. And it was tightly
Speaker 1: I guess, correlated with remuneration. Right, So, like, I know
Speaker 1: a fair bit about this, and this is why it
Speaker 1: annoys me, because I'm like you guys unable to read, like,
Speaker 1: pay your people properly and they won't leave you. Good strategy.
Speaker 1: I mean, it's not the only strategy. But from my perspective,
Speaker 1: it's funny because there's three factors that I think play
Speaker 1: into employee engagement, say stay and strive. Okay, if somebody
Speaker 1: was like at a barbecue on a weekend and they said, hey, beck,
Speaker 1: tell me about your job, I would want you to
Speaker 1: be saying good things about the company, not in my presence,
Speaker 1: so I'd want you to be like, oh, yeah, it's
Speaker 1: a really good company, Like they treat me well. They
Speaker 1: you know, remunerate me properly for the work that I do.
Speaker 1: The second point is stay. So you want to stay
Speaker 1: with the company, You're not looking for another job. And
Speaker 1: the reason you want to stay is because all of
Speaker 1: your quote hygiene factors are being met. So for me,
Speaker 1: a hygiene factor is kind of like you're being paid
Speaker 1: enough to live a reasonable life. You're being paid enough
Speaker 1: for the job that you're doing. You are being paid
Speaker 1: for the jobs that you are undertaking. And then strive.
Speaker 1: So that's the like lust point that I think is
Speaker 1: a real key indicator of whether an employee is willing
Speaker 1: to stay or not strive. Is that above and beyond? Like,
Speaker 1: is that employee going above and beyond in their job.
Speaker 1: We're not saying, oh my gosh, are they staying till
Speaker 1: ten pm? Because I don't think that's a reflection of
Speaker 1: work ethic at all. I think you know again. Side note,
Speaker 1: if you can't do your job within the thirty eight
Speaker 1: hour week that you've been allocated, there's one of two
Speaker 1: things happening, right. Either I, as your boss, have given
Speaker 1: you too many jobs for that period of time and
Speaker 1: I'm taking advantage of you, or you, as the employee,
Speaker 1: you're just dragging your feet and you actually have to
Speaker 1: spend a whole heap of time outside of work hours
Speaker 1: to get the job that I allocated you done. It's
Speaker 1: one or the other. Staying till ten pm not sexy. No,
Speaker 1: Like above and beyond is more. You're willing to put
Speaker 1: the time, energy and effort in. I'm not expecting you
Speaker 1: to work six million other hours, right, to be clear.
Speaker 1: So it's interesting in twenty twenty three, when we have
Speaker 1: accessed all of the information, all of the data that
Speaker 1: says these are the three things that really play into
Speaker 1: employee retention, people like nah, nah. Other than that, people
Speaker 1: do not realize how bad it is. And then they're like, oh,
Speaker 1: I'm so surprised beck quit. She said she was going
Speaker 1: to a different job, and like, I'm just so surprised.
Speaker 1: I thought she loved her job. Yeah, but you are
Speaker 1: underpaying her. And when she asked for a raise, you
Speaker 1: said no. And then she found out that her friend,
Speaker 1: who had recently started and she'd trained, got paid more
Speaker 1: than her. She was just done with your shit. Yea,
Speaker 1: the problem is you, babe. It blows my mind. And
Speaker 1: I know that this concept is going to be new
Speaker 1: to some people in our community, but also not new
Speaker 1: all to a lot of people, because a lot of
Speaker 1: the times we've had really nice money diarists on the
Speaker 1: show talking about how they left a role to increase
Speaker 1: their salary, or they left because they weren't being respected
Speaker 1: or remunerated in the way that they should have been.
Speaker 1: And I just think today, let's look at a few things.
Speaker 1: Let's look at the concept of job hopping. Let's look
Speaker 1: at the outline of the best way to do it,
Speaker 1: and also look at the potential pros and cons to
Speaker 1: get you really thinking about whether it might work for you.
Speaker 1: Because it's not the nineteen fifties anymore. You don't join
Speaker 1: one company and work there until you retire anymore. It's
Speaker 1: just not what's gonna happen there. It's not gonna happen.
Speaker 1: That's very maybe nineteen fifties.
Speaker 3: Yeah, perfectly, because what I've done is I've looked up
Speaker 3: some stats for you, stats goal, and I wonder if
Speaker 3: you're keen to hear.
Speaker 1: I'm so excited because I know some of the stats already.
Speaker 1: I don't know what you've found those, So dig them up,
Speaker 1: show us what you've got.
Speaker 3: So over these down. So if it sounds like i'm reading,
Speaker 3: it's because because.
Speaker 1: I'm reading, it's because you're reading.
Speaker 3: So according to his study by USA's ADP Research Institute, yeah,
Speaker 3: I would have to.
Speaker 1: Read twenty one of the mouth makes sense.
Speaker 3: In twenty twenty one, jobs witches saw their wages grow
Speaker 3: five point eight percent year over year in June, while
Speaker 3: job holders experienced a three point one percent gain, derived
Speaker 3: from payroll data of eighteen million workers.
Speaker 1: So the maths is quite clear. You leave your job,
Speaker 1: you get paid more. Job hoppers get paid more.
Speaker 3: Job stayers maybe some get paid more, but they get
Speaker 3: paid less.
Speaker 1: The science is science. Yes, I mean they get a
Speaker 1: pay rise, but maybe rarely. I don't really know what all.
Speaker 1: Stop trying to back the employers right now.
Speaker 3: That's driving just a big fensit. I'm getting splinters. So
Speaker 3: back home here in Australia, over fifty five percent of
Speaker 3: bossies have been at their current workplace for less than
Speaker 3: five years, while just one in ten have been with
Speaker 3: the same company for over twenty years. That's refreshing, actually,
Speaker 3: because you know, when you speak to middle aged no
Speaker 3: get rid of that. Maybe you have shouldn't say, let's
Speaker 3: not get rid.
Speaker 1: Of that, let's keep that. I love that. I think
Speaker 1: I'm middle but it's true, this is the problem. I
Speaker 1: think it's true like people of my parents' generation were
Speaker 1: much more likely to stay in a job for a
Speaker 1: significant period of time because for them, loyalty paid off. True,
Speaker 1: whereas I don't think loyalty pays off in the same
Speaker 1: way that it used to. And that's actually really sad. Yeah,
Speaker 1: because you know, I don't know. I look at it
Speaker 1: from two perspectives. I suppose I used to be an employee,
Speaker 1: and I have had those conversations where I've said I
Speaker 1: need a race and I've had it declined. I'm also
Speaker 1: now an employer and I have two different teams in
Speaker 1: which I employ more than thirty people. So these conversations
Speaker 1: are things that I deal with literally every single day
Speaker 1: in the background. And I don't know if it's my personality.
Speaker 1: I don't know if anybody else is like this, because
Speaker 1: I get maybe it's the ADHD thing. Do you know
Speaker 1: that people with ADHD have a higher sense of justice
Speaker 1: than anybody else, Like, it's actually not just ADHD, it's
Speaker 1: nearest bicy friends across the board, whether you are on
Speaker 1: any type of spectrum, you have a higher sense of justice.
Speaker 1: So if you see something that is wrong, you're more
Speaker 1: likely to get involved in the fight or not like
Speaker 1: it or not agree with it. And I think that
Speaker 1: that could play into this, but it just really frustrates
Speaker 1: me that if I have good employees, the idea that
Speaker 1: they would think that they weren't properly remunerated. I'm immediately like, beck,
Speaker 1: I want to talk about it, like I want you
Speaker 1: to be so happy with your salary because you know
Speaker 1: that it's a reflection of your capabilities and what you've
Speaker 1: put into the role and what the role is worth.
Speaker 1: And we have these open, honest conversations, and I don't
Speaker 1: think that should come as a surprise. I mean, I
Speaker 1: am she's on the money, but it blows my mind
Speaker 1: when I hear from people in our community that they
Speaker 1: don't get the same grace of having those conversations with
Speaker 1: their employer. Their employer might go, oh, well, Beck, I
Speaker 1: can't afford that. You're kind of like, well, if that's
Speaker 1: a ca you can't afford me. Like, and I know
Speaker 1: a lot of people are going to get up in
Speaker 1: arms and they might say, oh VI, but small businesses
Speaker 1: can't afford to just give pay rises. Your responsibility as
Speaker 1: well to find a way to remunerate your employees so
Speaker 1: that they have a living wage. Your employee chose to
Speaker 1: be an employee for the stability. Otherwise everybody would have
Speaker 1: their own businesses, right, Beck, Like everybody would be out
Speaker 1: on their own because the idea of business is that
Speaker 1: you make more than an average salary. Otherwise why bother?
Speaker 2: Right?
Speaker 1: So, why would you not have these open, honest conversations
Speaker 1: with your employees. But at the same time, I completely understand, like,
Speaker 1: sometimes your hands are tied, in which case, why aren't
Speaker 1: you having that conversation with your employee?
Speaker 2: Beck?
Speaker 1: Oh my gosh, things are really stretched at the moment.
Speaker 1: I know I should be paying you more, but I
Speaker 1: just can't cut it right now. At least you know
Speaker 1: where you stand, and that gives you, as the employee
Speaker 1: the opportunity to go well, actually that's not good enough
Speaker 1: for me at the moment, like rising cost of living,
Speaker 1: I can't really afford things. I might just start looking
Speaker 1: for a new role, or you might go no, it
Speaker 1: makes sense. I really respect that my employer has been
Speaker 1: so transparent with me. I'm actually kind of happy with
Speaker 1: the income. It would have been nice to have more,
Speaker 1: but like, I much prefer to like work at this
Speaker 1: company that I adore, then go somewhere else just for
Speaker 1: higher pay. Because everybody's values are different, right, So there's
Speaker 1: not a right or a wrong. But I think we
Speaker 1: need to be transparent, and I don't think in twenty
Speaker 1: twenty three most people are. No, So it blows my
Speaker 1: mind that people expect loyalty without giving back loyalty to
Speaker 1: their employees. So true, that makes so much sense. Makes
Speaker 1: me mad. It makes me mad too.
Speaker 3: I'm actually kind of having a bit of an epiphany
Speaker 3: as you say that. I'm like, I think I have
Speaker 3: a lot of ADHD tendencies, maybe neuro spicy time I told.
Speaker 1: You this is so wildly inappropriate and I should not
Speaker 1: be diagnosing you. But the second I met you, I
Speaker 1: was like, oh, near a spicy friend. We both spit
Speaker 1: on our chairs while we record. I can't keep still.
Speaker 1: I'm making paper cranes across the table. I'm gifting them
Speaker 1: to you. We have fidget toys that have now been
Speaker 1: confiscated because we make too much noise with them. Like, Babe,
Speaker 1: I'm really sorry to tell you this, but you are
Speaker 1: on some spectrum. I'm not sure which one it is
Speaker 1: that makes it, that makes it.
Speaker 3: The one that really tipped it over the edge for
Speaker 3: me was the injustice thing that you said, toye. It
Speaker 3: makes me cry and it makes me so I can't
Speaker 3: like express can't let it go.
Speaker 1: I can't let it go.
Speaker 3: I can't let go become obsessed with it. So I'm
Speaker 3: going to maybe look into that. But V before I do,
Speaker 3: I have one thing for you, right, stats, girl show me.
Speaker 3: In February twenty twenty two, one point three million Australians
Speaker 3: changed jobs, accounting for ten percent of employed people, which
Speaker 3: was the highest annual job mobility rate since twenty twelve.
Speaker 1: I am not surprised, do you know why. I'm not
Speaker 1: surprised why because that was coming off the back of
Speaker 1: COVID true, so it was like, I don't know, I
Speaker 1: feel like lots of us were in the exact same
Speaker 1: position in COVID, where we're like, we've got a secure job.
Speaker 1: I'm not going to quit my job right now, because
Speaker 1: if you've got a job that's stable, like, don't mess
Speaker 1: with something that's not broken, especially at a time where
Speaker 1: there's not a lot of economic stability and you're not
Speaker 1: really sure what's going on. So I think a lot
Speaker 1: of us had, let's call it those two years of
Speaker 1: thinking time during COVID to go do I want this?
Speaker 3: Do I not?
Speaker 1: And a lot of us were kind of like teeing up. Okay, well,
Speaker 1: when this COVID thing's over, I'm going to find a
Speaker 1: new job. And I feel like when it started to
Speaker 1: be over, everybody got a little bit more comfortable. And
Speaker 1: then the new year happened and the end of January
Speaker 1: came and then February, Bam, I'm still in that dead
Speaker 1: end job that I don't want to be in. Yeah,
Speaker 1: I'm going to move. So that kind of makes sense
Speaker 1: as to why it was the biggest transition. But I
Speaker 1: think we got a lot of what would you say,
Speaker 1: like exposure or like insight to our employers and how
Speaker 1: much they actually respected us or not during.
Speaker 3: Covidys, I definitely agree to kind of like, let us
Speaker 3: figure out if this is really what we wanted. It
Speaker 3: kind of was a time for everyone to really reflect
Speaker 3: on what the hell we're doing and what are we're doing.
Speaker 1: Most of us ended up working at home on jobs
Speaker 1: that we might not have liked. Yeah, and that I
Speaker 1: don't know if you have a job that you don't
Speaker 1: like and the only reason that you're really staying was
Speaker 1: for the culture, that makes it even worse. Totally, So
Speaker 1: v let's break down the advantages of a job hopping,
Speaker 1: all right, let's talk about it. So salary increase is
Speaker 1: one of the advantages, right, so you can earn more
Speaker 1: Mueller kind of sexy. So when you stay with the
Speaker 1: same company for an extended period of time, your salary
Speaker 1: increases are often limited to standard raisers and your performance
Speaker 1: based ratings. Right. By moving to a new employer, you
Speaker 1: could negotiate a higher starting salary based on your updated
Speaker 1: skills or experience or the market demand. Miss jessic Ricci,
Speaker 1: who we know and love, has said before, I don't
Speaker 1: know how I feel about this as her current employer
Speaker 1: that whenever she goes for a new job, she just
Speaker 1: asks for ten percent more as a base to begin with,
Speaker 1: because she's like, I'm not leaving for less than ten
Speaker 1: percent more. It's always worked for her. Yeah, I love that.
Speaker 1: I kind of love that rule. I am the type
Speaker 1: of person that I think that's good. Please don't leave me, Jessica,
Speaker 1: negotiate your pay with me. But it's one of those
Speaker 1: things that just have some balls. Yeah, you want to
Speaker 1: move jobs back and you've done this job for a
Speaker 1: little while, just tack on an extra ten k.
Speaker 3: Yeah, that's actually very very smart.
Speaker 1: I think it's quite intellig Yes, Yeah, the next skill diversification,
Speaker 1: so job hopping, it's going to expose you to a
Speaker 1: variety of different work environments and industries and technologies like
Speaker 1: what you've gone through. Beck, Like, I feel like you're
Speaker 1: the office all rounder. Like, are you not the person
Speaker 1: that if she is hitting the fan in this office?
Speaker 1: Who do people come to?
Speaker 2: God?
Speaker 3: Well, I guess you could say I'm pretty much a
Speaker 3: big I'm pretty popular around here.
Speaker 1: Definitely just kidding, but yes, I'm not that I've learned
Speaker 1: some No, you're like the person that everyone's like, oh,
Speaker 1: can you get back back? Might fix that? That is
Speaker 1: where is the lie? Where is the lie. That's what
Speaker 1: they say. I don't see no life exactly. So each
Speaker 1: new position, it presents an opportunity to learn a new skill,
Speaker 1: or have some more experience, or expand your expertise, which
Speaker 1: potentially makes you more valuable to future employers. What would
Speaker 1: this office do without you? Beck, Crumble exact, Crumble exactly.
Speaker 1: The next pro is career advancement. So switching jobs relatively
Speaker 1: strategically it could actually lead to faster career growth and
Speaker 1: increased responsibilities, which is kind of nice. New employers might
Speaker 1: recognize and reward your previous experiences, leading to quicker promotions
Speaker 1: and elevated positions. Yeah, okay, how many times have we
Speaker 1: seen it internally? Where if Beckleck, Let's pretend that you're
Speaker 1: in a stock standard role, which you're not, and you're like, oh,
Speaker 1: I'd love to move up to the manager position, right,
Speaker 1: but like the manager positions taken. But the company really
Speaker 1: likes you and they want to keep you in that role,
Speaker 1: so they keep telling you, yeah, Beck will train, you
Speaker 1: will do this, we'll do that. But you also know
Speaker 1: Analisa has that job, and Analsa hasn't left, and Analisa
Speaker 1: doesn't have any intention on leaving because analsa loves her
Speaker 1: job and that's her dream job. So you actually don't
Speaker 1: have a lot of opportunity. But that company's probably going
Speaker 1: to keep telling you, oh, beck yup at the point
Speaker 1: at which you're ready, we can move you up. It's
Speaker 1: not gonna happen, like, let's be logical. Yeah, yeah, a
Speaker 1: bit sad, but it's a bit true. Yeah. The amount
Speaker 1: of recruiters are going to be so mad at me.
Speaker 1: Oh my gosh, can't wait for them to foot my
Speaker 1: dms and be like Victoria, that's not true. We remunerate people,
Speaker 1: can't wait, can't wait? Are you scared? No, sit down?
Speaker 1: Sit down? Am I ever scared?
Speaker 3: No, that's true. I've never seen you ever shake a boot.
Speaker 1: No, she definitely gets scared. Sometimes I get so scared
Speaker 1: I cry. Oh, but I'm not scared of people telling me, oh,
Speaker 1: that's not how it works in my company, because I go, Wow,
Speaker 1: then your experience must be a unicorn and I'm so
Speaker 1: proud of you. But that's not the experience of absolutely everybody.
Speaker 3: Sure.
Speaker 1: It's like when people say I've never experienced racism, so
Speaker 1: it must not exist. You're like, okay, Craig.
Speaker 3: Paul Kelly, I don't know if that's a real name.
Speaker 1: You can't say that.
Speaker 3: Sorry, Paul Kelly, whoever you are, I just thought as
Speaker 3: the whitest name.
Speaker 1: To ever exists, so not Paul Kelly. I didn't realize
Speaker 1: Paul Kelly was a real person. Did you make a
Speaker 1: public apology to Paul Kelly? Please? Everyone exist?
Speaker 2: Yeah?
Speaker 1: But do you know what his work? He lives on
Speaker 1: the peninsula back.
Speaker 3: Paul Kelly, I've I've probably been to his house before.
Speaker 1: You probably know his daughter. His daughter he's going with me.
Speaker 3: And not only that, but I hear he sings about
Speaker 3: racial device so he's an ally. I'm so sorry, Paul Kelly.
Speaker 3: That's just the only name I thought of.
Speaker 1: And that's so arguably because that was I don't know
Speaker 1: if it was inappropriate, but it was funny. I'm very sorry.
Speaker 1: I reckon he might be on the spectrum because he's
Speaker 1: definitely got that in justice about him too. I love that.
Speaker 1: But I don't even know where we were. So let's
Speaker 1: move on to the next pay. Yeah. So the next
Speaker 1: point that I've written down, Beck is better negotiation skills,
Speaker 1: which I think are really important actually, like in life
Speaker 1: in general, to be able to negotiate is a skill.
Speaker 1: That's why it's called negotiation skills, right, and job hoppers
Speaker 1: tend to develop stronger negotiation skills as they navigate various
Speaker 1: job oppers and conversation packages. And that is actually really
Speaker 1: powerful because it can put you in a better position
Speaker 1: long term. So being able to negotiate beck means that
Speaker 1: you're better at self advocating, and I think that that
Speaker 1: is a really really good skill to have. You're more
Speaker 1: likely to be like, oh, that's actually not right, how
Speaker 1: do I negotiate this? And I think that's kind of sexy,
Speaker 1: so not the worst thing. And then the last thing
Speaker 1: I've written down is networking opportunity. So job hopping could
Speaker 1: help you build a broader professional network, which is kind
Speaker 1: of good. If done right, it could lead to valuable
Speaker 1: connections and potential career opportunities in the future. I love that.
Speaker 3: I also love that, And this is a really good
Speaker 3: place to go for a really quick break.
Speaker 1: Yeah, we're going to go listen to so Kelly. We're
Speaker 1: going to educate you a bit more. I need it,
Speaker 1: and then when we come back we can talk a
Speaker 1: bit more about job hopping.
Speaker 3: Perfect.
Speaker 1: So anyway, okay, we are back.
Speaker 3: We've listened to some Paul Kelly, Yes, and we've jammed,
Speaker 3: we've lived and laughed, and we're coming back now to
Speaker 3: what we were talking about beforehand, which is job hop hopping.
Speaker 3: So I noticed that you say the phrase if done right.
Speaker 1: But how do we do this right? That's such a
Speaker 1: fickle conversation, isn't it. So I've written down a few
Speaker 1: things that I think you need to do to do
Speaker 1: job hopping right, because I think sometimes we get a
Speaker 1: little bit excited and go, oh, I'll just change jobs,
Speaker 1: and then it's not what you dreamed of it, being
Speaker 1: like the grass is always Greener's like, let's just check
Speaker 1: that the grass is greener before we actually make a
Speaker 1: big decision, because job hopping, as much as it is
Speaker 1: of little to no consequence long term, short term, it
Speaker 1: could make a massive difference. So first things first, big one.
Speaker 1: But I want you to define your career goals. Make
Speaker 1: them really clear, Beck. I think it's so important to
Speaker 1: understand what you're wanting from each move and how it
Speaker 1: actually aligns with your ultimate objectives. Maybe you're just changing
Speaker 1: because you're broored of the job that you're in, and
Speaker 1: that's actually okay to say, I don't actually like the
Speaker 1: job that I've got. I want to try something different.
Speaker 1: That's fine, you might say I want something different, and
Speaker 1: to be honest, I don't know what I want to
Speaker 1: be when I grow up, but this feels good. Understanding
Speaker 1: why is really important. Continuing to upgrade and invest in
Speaker 1: your skills. So the more valuable you end up becoming
Speaker 1: in the job market, beck the higher salary negotiation power
Speaker 1: you have, the more stuff you can do, the more
Speaker 1: flips you can show, the more money they're gonna pay you.
Speaker 1: I love that money win. Establishing a strong foundation is
Speaker 1: really important. It is essential to have a solid work
Speaker 1: history and a few years of experience in your field
Speaker 1: before considering job hopping. So employers definitely value stability and
Speaker 1: commitment early in your career. And I think having a
Speaker 1: really strong narrative if you have left jobs early is
Speaker 1: also really important because people are going to go back,
Speaker 1: why did your last four months there?
Speaker 2: Oh?
Speaker 1: I didn't like it. I was bored. That's probably not
Speaker 1: gonna fly in an interview in the way that you
Speaker 1: think it might, But saying look, after four months, I
Speaker 1: didn't want to waste any more of their time or
Speaker 1: any more of my time. I just knew that that
Speaker 1: was not the job for me. And that's why I'm
Speaker 1: sitting in front of you, because I've done my research
Speaker 1: and I understand what your job entails, and you feel
Speaker 1: like that's such a better fit yep, instead of I
Speaker 1: got bored because that's just not gonna cut it. Honestly,
Speaker 1: if someone said that to me, I'd be like, pretend
Speaker 1: it's something else.
Speaker 3: Sure, because you don't know that they will get bored
Speaker 3: with you exactly exactly, And I think just being able
Speaker 3: to articulate yourself well right makes sense. The next is
Speaker 3: timing matters, so avoiding job hopping too frequently or without
Speaker 3: substantial achievements. So a general rule of thumb is to
Speaker 3: stay in a job for at least one or two
Speaker 3: years before exploring new opportunities. We're not saying stay ten,
Speaker 3: but like one or two years. I think at a
Speaker 3: minimum you pass probation in that job before you think
Speaker 3: about leaving, because if you're leaving within that first six
Speaker 3: month period, if that's what your probation looks like, to me,
Speaker 3: that can be a little bit of a red flag,
Speaker 3: especially if there are a number of them, because you
Speaker 3: kind of go, why is Beck not making probation right, right,
Speaker 3: she might have quit, but was that her choice?
Speaker 1: Like, right, Okay, do you know what I mean? Yeah,
Speaker 1: I see what you mean. The next is evaluate company
Speaker 1: culture and growth opportunities. So look for companies that offer
Speaker 1: room for growth and mentoring programs and supportive work culture.
Speaker 1: Don't solely focus on salary. Consider the overall potential of
Speaker 1: your career advancement, because we know that more money does
Speaker 1: not equal more happiness. As much as you might think,
Speaker 1: it might fix everything and it might make things a
Speaker 1: little bit more comfy in the really really short term,
Speaker 1: it's not going to solve world hunger. No, sorry, MO
Speaker 1: money more problems, Mo money, more problems. The next is
Speaker 1: network and build relationships. Networking plays a crucial role in
Speaker 1: job hopping success, so attend industry events or conferences that
Speaker 1: are related to your industry. Attend job fairs to connect
Speaker 1: with potential employers and industry professionals. The other thing that
Speaker 1: I adore, and I've said this on the podcast One
Speaker 1: million and One Time spec I love LinkedIn. I mean,
Speaker 1: she's a LinkedIn girly, I'm a LinkedIn queen. I mean
Speaker 1: I'm not that active on it nowadays because I just
Speaker 1: don't have time but when I was in that phase
Speaker 1: of finding new jobs and looking for new opportunities, you
Speaker 1: know how much creep and you can do. I love
Speaker 1: it creepy LinkedIn stalk, like, Oh, I want Beck's job.
Speaker 1: I'm going to go see what Beck has done before
Speaker 1: that job. How did Beck get into that job? So
Speaker 1: she worked at a RN and this job and this job,
Speaker 1: and now she has this one. Oh that's kind of cool.
Speaker 1: Career progressionate that maybe I'm interested in that company. That
Speaker 1: could be cool.
Speaker 3: That's interesting. It is scary though, when you can see
Speaker 3: the little notification that says it has.
Speaker 1: Been Just turn it off.
Speaker 3: But what if you don't want other people to see that.
Speaker 1: You just turn it off? Oh can you do that? Yeah?
Speaker 1: If you turn it off, it means that you can't
Speaker 1: see who's visited your profile, but they can't see you either,
Speaker 1: UA street. You can't just have it one way. That's
Speaker 1: very good to know. Actually, so Beck, who cares? That's true?
Speaker 3: No one should get after this, I'm going to go
Speaker 3: straight back to creeping.
Speaker 1: Yeah, go back to creeping and you can creep anonymously,
Speaker 1: which we really like. But I also think, what's the
Speaker 1: worst thing that could happen? If somebody saw that you
Speaker 1: were on their profile, they go, oh, Beck's interested in
Speaker 1: working with me. Oh, Beck's interested in my job.
Speaker 2: True?
Speaker 1: Cool, Well you should do make it a little bit
Speaker 1: more creepy, Beck. Why don't you reach out to them
Speaker 1: if you think they're a cool human being and you
Speaker 1: want to know more about their job. Do you know
Speaker 1: what people love doing? Beck? Like talking about themselves? Oh,
Speaker 1: people love talking about themselves. So if I reached out
Speaker 1: to you, I said, oh, Beck, your job looks so cool.
Speaker 1: I'd love to know more about how you got to
Speaker 1: where you are. Can I buy your coffee? I think
Speaker 1: I would like that. I see what you mean.
Speaker 3: Yeah, okay, well maybe exactly.
Speaker 1: And you know what, then you get to meet someone,
Speaker 1: maybe in a job that you aspire to have, or
Speaker 1: maybe in a company that you're like, Oh, I've been
Speaker 1: looking at this company for ages, and you know there's
Speaker 1: a few roles being advertised, like oh got a little
Speaker 1: internal reference, Now do your friend? True Eke smart and
Speaker 1: not harder? Beck, I love that all for the cost
Speaker 1: of a coffee. That's great. Great advice, Call me LinkedIn
Speaker 1: call me. The next is craft a compelling resume and
Speaker 1: cover letter, So customize your resume and cover letter for
Speaker 1: each application, highlighting your relevant achievements and experience that align
Speaker 1: with the potential employer's needs. Now I need to admit
Speaker 1: got in a fight the other day on TikTok. Oh
Speaker 1: my gosh, I'm really good at it. My husband says
Speaker 1: I need to be less spicy. What happened? So the
Speaker 1: first one was about there was like a bolonnaise recipe
Speaker 1: that went up on TikTok, and I knew that I
Speaker 1: was starting a fight when I said, when does the
Speaker 1: LGI might get added to the bolonnaise recipe? And all
Speaker 1: the Americans jumped down my throat and said that's not traditional,
Speaker 1: that's not nice, as if deep dish pizza is traditional.
Speaker 1: But then a video and cheese on the Money went
Speaker 1: up about resumes and cover letters and how I approach
Speaker 1: resumes and cover letters and I sometimes only read your
Speaker 1: cover letters because I think it's really important to hire
Speaker 1: for cultural fit and I want to know how passionate
Speaker 1: you are. And so many people in that comment section
Speaker 1: will l like, well, I got my job without a
Speaker 1: cover letter. I've never written a cover letter. I've never
Speaker 1: done this, I've never done that. I don't care, right,
Speaker 1: you're telling. Ever, I'm giving you some examples of how
Speaker 1: you could put your best foot forward. And do you
Speaker 1: know what? Does that a really well written cover letter?
Speaker 2: Right?
Speaker 1: Because do you know what happens in jobs that are
Speaker 1: actually wanted and really good jobs? There's a plethora of applicants.
Speaker 1: How do you put yourself above and beyond them by
Speaker 1: making a clear and concise cover letter that explains exactly
Speaker 1: why you think that that is the job for you?
Speaker 3: Yep?
Speaker 1: Like I know that some places go just flick through
Speaker 1: your resume. Do you know what if you're finding a
Speaker 1: new job, take the time to write a cover letter?
Speaker 2: Ye?
Speaker 1: Do you know how easy it is nowadays with chat
Speaker 1: GPT tru like have chat GPT write you a template
Speaker 1: that you can edit, like do something because at the
Speaker 1: end of the day, I think it actually puts you
Speaker 1: in far better standing to actually secure the job. I
Speaker 1: don't care if you've got your job without a cover
Speaker 1: letter or a resume before. Sure, that's not what we're
Speaker 1: talking about. Like, this episode is about job hopping. And
Speaker 1: if your job hopping to raise your income has to
Speaker 1: be some level of work associated with that, beck you
Speaker 1: want to earn ten more grand and if I tell
Speaker 1: you that sitting down, you're going to be a far
Speaker 1: better opportunity to get that job if you sat down,
Speaker 1: maybe spend a couple of hours on writing a really
Speaker 1: really nice resume and cover letter. Is that worth your time?
Speaker 1: I would say so exactly. Do you know what's not
Speaker 1: worth your time? Not caring about the little things, because
Speaker 1: the little things sometimes are the really big things.
Speaker 3: Right.
Speaker 1: And I know that I'm not the representation of every
Speaker 1: standard employer in Australia, but I can almost guarantee that
Speaker 1: every recruiter and every person who's ever gotten a cover
Speaker 1: letter appreciates it totally. Why not it's saying I've put
Speaker 1: more time and energy into this application than any other applicant. Yes,
Speaker 1: that's a very sexy thing to do.
Speaker 3: And who's it hurt to just chuck a cover letter
Speaker 3: in the mix?
Speaker 1: You know what I mean? And they're not going to
Speaker 1: go Beck, you write a cover letter and we did
Speaker 1: not ask for that. They're going to read it and
Speaker 1: be like, Beck, sounds like a mad dog. Well you
Speaker 1: would hope. So thank you so mud because I wrote
Speaker 1: it for you. But just basically reference.
Speaker 3: I am very sorry to hear that you just giving
Speaker 3: your experience online is very sad and it's totally really fun.
Speaker 1: Oh good, I'm glad to find it fun.
Speaker 3: But I imagine that there are some ways to get
Speaker 3: this wrong in some contest.
Speaker 1: And we really should talk about it as well, because obviously,
Speaker 1: job hopping could make you seem relatively instable. Sure instable,
Speaker 1: unstable gives you the perception of instability. Let's say that
Speaker 1: that's good. That's good. Yeah, that makes me sound real smart.
Speaker 1: That's very cheat that So frequent job changes, they might
Speaker 1: actually lead employers to think that you're less committed or
Speaker 1: you're a bit unstable as an employee. That's not good.
Speaker 1: But with good articulation and understanding and thought behind job hopping,
Speaker 1: I think that we can counter that. The next is
Speaker 1: limited benefits. So some benefits like retirement savings I your
Speaker 1: superinnuation or health care plans, they might take time to
Speaker 1: accrue a new companies or new jobs, right, and that
Speaker 1: might result in a temporary gap in coverage. So I
Speaker 1: know that in Australia we're relatively lucky because we've got Medicare,
Speaker 1: but I'm finding it more and more common recently a
Speaker 1: few of my friends have recently got new jobs and
Speaker 1: they're like, the private healthcare is included. Really one of
Speaker 1: my other friends just got a new job income protection included, okay,
Speaker 1: And I was so skeptical back. I was like, show me,
Speaker 1: like it must be dodgy.
Speaker 3: Yeah, must be trash, must be no salary or something. No,
Speaker 3: it's adjusting protection.
Speaker 1: It's a really, really good plan. And I say, hey,
Speaker 1: this is hot. Stay with this employee for the next
Speaker 1: thirty years. Okay, ten out of ten. Yeah, so that
Speaker 1: could be really important to take into consideration. Sure, Also,
Speaker 1: we should be talking about these things because if other
Speaker 1: people are getting those benefits, maybe those are things that
Speaker 1: we could negotiate. That's a very good point. The next
Speaker 1: is adjustment period. So each job change might require an
Speaker 1: adjustment period, so that would impact on your work life
Speaker 1: balance and your productivity. And I mean, I don't know
Speaker 1: about you, this is really lame, but historically, to me,
Speaker 1: nothing's more embarrassing than being the new girl at work. Oh,
Speaker 1: I hated it. I'd always be like, I don't know anybody.
Speaker 1: I need to sit at my desk twenty four to seven,
Speaker 1: I've forgotten everybody else's names, or like I'm not the
Speaker 1: most social person. I feel like you just roll in
Speaker 1: and be like, what's up. It's Beck hahaha, And I
Speaker 1: find fun. Really I hate it. I can't stand it.
Speaker 1: So we need to allocate for these adjustment period where
Speaker 1: you're going to be trained in the new role and
Speaker 1: you have to learn about the company and their culture
Speaker 1: and maybe their history. So I think that needs to
Speaker 1: be taken into consideration. And then the last thing I've
Speaker 1: got for you, Beck, is missed long term opportunities. So
Speaker 1: if you're changing jobs all the time, you might actually
Speaker 1: miss out on long term opportunities and potential rewards that
Speaker 1: come from staying loyal to a single employer. They could
Speaker 1: be long service leaf true, it could be you know,
Speaker 1: if you're with the company for a certain period of time,
Speaker 1: there are benefits that they give to you get a
Speaker 1: gift voucher. Yeah, I mean the fifty dollars gift voucher
Speaker 1: as a bonus is not going to make me stay
Speaker 1: in the job, thank you, Sharon. But I think it's
Speaker 1: important to understand what that might look like for your
Speaker 1: career because that's going to be different for everybody. Right,
Speaker 1: Like in your situation, Beck, you work in media, and
Speaker 1: job hopping around in media can be seen as one
Speaker 1: of two things. It could be she's really in demand
Speaker 1: or she's not as good as you think she is, right,
Speaker 1: but in different areas that might be seen differently, and
Speaker 1: obviously long term opportunities that come with a long period
Speaker 1: of tenure, you know, think about whether those things are
Speaker 1: really important to you, right. I don't know what they
Speaker 1: are off the top of my head, but it's a
Speaker 1: point that I've written down that I think is really
Speaker 1: important to take into consideration.
Speaker 3: Beck, that is a very good point.
Speaker 1: Are we done? I think I'm satisfied. Do you feel
Speaker 1: I'm relatively satisfied and need to get back to my
Speaker 1: TikTok comments? Though? That is so Fie.
Speaker 3: I need to jump on LinkedIn and have a little scroll.
Speaker 1: I feel like LinkedIn is where all the hot people are.
Speaker 1: I'm sorry, that's where they are. It's the true. I'm
Speaker 1: gonna go have a look, all right, She's on LinkedIn.
Speaker 1: It makes sense. Max is nothing. Have a really good week, guys,
Speaker 1: and we will see you on Friday. By the advice
Speaker 1: shared on She's on the Money is general in nature
Speaker 1: and does not consider your individual circumstances. She's on the
Speaker 1: Money exists purely for educational purposes and should not be
Speaker 1: relied upon to make an investment or financial decision. If
Speaker 1: you do choose to buy a financial product, read the
Speaker 1: PDS TMD and obtain appropriate financial advice tailored towards your needs.
Speaker 1: Victoria Divine and She's on the Money are authorized representatives
Speaker 1: of Money Sherpa pty Ltd ABN three two one IS
Speaker 1: six four nine two seven seven zero eight AFSL four
Speaker 1: five one two eight nine