Author

TahliaHutchisonTini

Consulting Services

CAREER DEVELOPMENT

by TahliaHutchisonTini
Design a career, that works for life!

Our full-service career planning and people development service can be tailored to the needs of your organisation. We specialise in individualised plans for employees and career and succession planning at an organisational level.

Lead by Principal Consultant, Ailsa Tini, we are able to offer a breadth of experience in developing effective career plans that reflect both internal opportunities within your organisation, as well as additional training opportunities that can enhance your employee’s career prospects.

Feeling lost in your own career?

We also offer this service to individuals who are seeking clarity and direction. Career development advice can be given at any level of role from entry-level Administrators through to CEO and we can also include our curated Curriculm Vitae and Cover Letter writing service as part of your package.

Email kiaora@timiconsulting.co.nz to find out more.

Consulting Services

SERVICES OVERVIEW

by TahliaHutchisonTini

TīMī Consulting offers a range of careers and people development services.

For most organisations, wages account for a significant portion of its annual budget. At TīMī Consulting we understand that investing in your people, is an investment in your business.  Retaining staff, developing and executing career succession plans, and having positive, proactive and ‘happy’ employees not only saves you time and money, but by growing your people, you are helping to ensure that your business continues to grow too.

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For Job SeekersTīMīTalks

AVOIDING A FACEBOOK FAUX PAS

by TahliaHutchisonTini
Don’t let your digital footprint trip you up!

In an age of likes and follows it can be tempting to post your entire life to your social media profiles.  However, as a job seeker, your social media profile can help, or hinder, your job hunt.

In a recent survey by CareerBuilder up to 70% of employers are now checking applicant’s social media profiles BEFORE they make a job offer. Not only are they checking, but they are also using what they find to determine whether or not they will choose to hire someone. This includes not making a job offer at all.

The top three turnoffs identified in the survey are provocative or inappropriate content (40 percent), posts about drinking or using drugs (36 percent), and discriminatory comments (31 percent). Whilst it might be tempting to post about the Stag Do you went to on the weekend, or tell the world how you feel about the Prime Minister, this sort of behaviour online, can have a direct impact on your employability offline.

Managing Your Social Media

If you aren’t a competent social media user than we have three words for you: Lock. It. Down. This means setting all of your social media profiles to private. Make sure your banners and profile pictures are presentable headshots, or inoffensive candid shots, or inoffensive images (such as landscapes) and leave it at that.  You can follow this link to see how to do this on Facebook, or follow this link to see how to do this on Instagram.

Using Your Social Media to Your Benefit

It isn’t all doom and gloom when it come to social media. In fact, if you are a confident user, your social media profile can also be used for good! 43% of employers surveyed said that something they saw on social media prompted them to offer the job. These reasons included:

  • The background information supported professional qualifications (37%)
  • The candidate was creative (34%)
  • The candidate’s site conveyed a professional image (33%)
  • The candidate was seen as well-rounded, with a wide range of interests (31%)
  • The employer got a good feel for his or her personality, a good fit with company culture (31%)
  • The demonstrated great communication skills (28%)
  • They had received awards and accolades (26%)
  • Other people posted great references about job candidate (23%)
  • They had interacted with my company’s social media accounts (22%)
  • The candidate posted compelling video or other content (21%)
  • The candidate had a large number of followers or subscribers (18%)

Whilst it is important to lock down images or posts that might impact your employability, there is no reason that you can’t use your social media profile to highlight the attributes that you will bring to an organisation.

Next Steps – Do an Audit

If you decide that you are going to allow some of your information to be publicly available you will need to do a comprehensive audit. This means going through each of your profiles and removing or locking down any material that might be offensive or unprofessional. Note, Facebook will not let you delete multiple posts at once so you will need to do this one-by-one.  Think critically about the picture it paints of you, and ask yourself how this ‘picture’ enhances your application. You might also want to ask a friend or family member to take a look at your online persona and provide feedback. All of this will increase your chances of being employed.

Once you have done  the audit don’t forget to Google yourself. That’s right – go to Google and type in your name. It is important to get a handle on what an employer might see if they Google you.

A Note for Young People and Highly Active Social Media Users

The younger you are the more likely it is that you will have an extensive social media history. When you finish school or study, it might be useful to go through your social media profiles and remove or lock down any images or posts that might affect your chances of being employed in future. If you are a highly active user you should go through the same auditing process.

Need help on your employment search? Email kiaora@timiconsulting.co.nz to see if we can help.

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