Find your dream job by looking for cultural fit and shared values
A NEW way of looking for work is matching jobseekers to their dream jobs, but there may be some criteria they need to cut from their checklist if they really want a job they will love.
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JOBSEEKERS on the hunt for a new job out of necessity or to escape an unfulfilling role are urged to consider more than just money when taking their next step.
Those who do not look beyond the pay packet risk finding themselves in the same position again in the not-so-distant future.
ELMO Software chief human resources officer Monica Watt recommends jobseekers think about how they want their next role to support their life, help them to achieve their aspirations and what they need from their new employer.
“It’s important people consider what truly matters most in their next role,” she says.
“Many employers, like ELMO, have realised that a competitive salary is not enough to convince people to take the plunge and move to a new role.
“This has seen a wave of perks added into the workplace to help build right-fit culture and encourage people to accept a new role.”
Watt encourages jobseekers to evaluate how the benefits on offer at a company may suit their life stage and career goals.
For example, employees with family commitments may value remote working or job share arrangements more than those who do not.
Many people seek career progression opportunities in a new role.
Watt says it is essential for jobseekers to ask potential employers for examples of recent development opportunities and if they have a system in place to manage performance.
“If the answer is ‘no’ to either question, sadly, it is likely you will find yourself feeling quite similarly in 12 or 24 months,” she says.
“A structured performance framework is crucial to getting the most out of a role and building the skillsets needed to grow professionally.
“If it seems like the performance processes are merely a box-ticking exercise and not an integrated, foundational part of the HR structure, then it’s unlikely the role will offer what an employee is after.”
Although employees often become disheartened waiting for their employer to present development opportunities, Watt says the onus is on the worker to take control of their career.
“For an organisation to take notice and support an employee’s career aspiration, an individual must consistently demonstrate and communicate a willingness to learn and undertake efforts to grow their knowledge and skills by adding value in their role,” she says.
News Corp has partnered with HR technology company Shortlyster to develop the Australian National Talent Registry, an initiative to help get Australians back to work, as COVID-19 has left hundreds of thousands of people either jobless or with reduced working hours.
The registry aims to connect jobseekers, whose employment does not have to have been directly affected by the coronavirus pandemic to participate, with employers on cultural-fit and psychological level, not just qualifications and experience.
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Unlike traditional job applications, the registry will use Shortlyster’s screening and matching technology to match Australians to roles that meet their job expectations, career motivations, skills and values, as employers join and continuously upload new jobs.
Shortlyster chairman and co-founder Carl Hartmann says the registry is now open for jobseekers to create their candidate profiles, and for employers to advertise available job roles.
“Now is the ideal time for Australians out of work or looking for a change to get their details on the site so companies can be made aware of their suitability for roles, as they become
available,” he says.
It is free for jobseekers to sign up. To sign up, click on your state: NSW, VIC, QLD, SA, TAS, NT