How to develop your career without leaving your employer

TrakRecruit — Sun, 19 Feb 2012 20:35:35 +0000

When I joined Woolworths straight from University in the late 70’s, they were like most large organisations – you were basically employed for life and provided with a well-defined career path for as long as you kept performing. Those days have long since disappeared. It is now widely accepted that for career progression you need to change organisations.

Priscilla Claman in her recent HBR article titled ‘There Is No Career Ladder’ outlines some practical alternatives to help people develop their career while staying in their current role, rather than focussing on ‘moving on’ for that next step up

Development Manager, Can Assist

TrakRecruit — Fri, 17 Feb 2012 07:09:45 +0000

A challenging and rewarding role, ensuring this community membership organisation maximises its fundraising potential through the development and nurturing of its donor relationships
Attractive remuneration + salary packaging and a friendly team
If you have strong fundraising and relationship management skills as well as marketing experience we can offer you a varied and satisfying career path

A registered charity, Can Assist: Cancer Assistance Network provides services to NSW rural and regional cancer patients and their families by offering accommodation during medical treatment at its facilities: Jean Colvin Cancer Centre and Lilier Lodge. It offers practical and direct financial assistance as well as home care packs to those being treated in their own community. Can Assist has a network of 50 branches and 2642 volunteers. Approximately 1500 people are helped each year and the organisation is heavily dependent on fundraising to support the range of activities undertaken throughout the State.

As part of its future strategic development Can Assist seeks an experienced, enthusiastic Development Manager to join its dedicated team in Ultimo, Sydney. Excellent interpersonal skills are essential for this role as Can Assist consists of a closely knit team with a wide range of stakeholders and supporters.

The position reports directly to the CEO and works closely with the senior management team. Some of the responsibilities include:

Major event fundraising
Bequest programs
Direct marketing appeals
Community network fundraising
Give as You Earn ( payroll deductions)
Sponsorships
Development and sale of appropriate marketing merchandise
Management of the donor data-base
Contributing to marketing initiatives and material

The objective of the position is to provide a coordinated approach to fundraising which enables Can Assist both to continue to provide relevant services to country people in NSW affected by cancer and, to plan responses for emerging needs.

Candidates must have a strong achievement based track record in marketing and fundraising which includes bequests, major donor giving and fundraising. You must have the capacity to initiate, promote and implement new ideas and methods. Appropriate computer skills and an understanding of social media are essential to this position along with excellent written and verbal communications skills and the ability to work autonomously and as a team member.

For a closer analysis of this job opportunity, click here for additional information. (If a password is requested, enter 1173CA). For any additional information or to submit your resume, please email directly to Stephanie Chesher from Can Assist at stephanie@canassist.com.au

While resumes can be submitted from this site through the link below, please note that any application received by Trak Search will be immediately passed to Can Assist and all further communication will be directly with them.

Click here to express your interest in this role

Protected: Development Manager, Can Assist

TrakRecruit — Fri, 17 Feb 2012 06:59:47 +0000

Diocese of Toowoomba announces new Assistant Director

TrakRecruit — Fri, 17 Feb 2012 05:29:07 +0000

The following announcement was released earlier today by the Director of Catholic Education for the Diocese of Toowoomba, Mr John Borserio:

Dear Colleagues

I write to inform you of the appointment of Mr Gerard Hore to the position of Assistant Director Faith Education, Teaching & Learning.

Gerard is currently an Education Consultant with the Townsville Catholic Education Office, a position he has held since 2006. Prior to this Gerard has had extensive principalship experience in the Dioceses of Rockhampton, Cairns and Townsville. He was the Foundation Principal of Southern Cross Catholic School, Annandale, Townsville from its inception in 1997 – 2005.

Gerard brings a range of experience across Curriculum, Inclusive Education and Faith Education. He has presented courses in Scripture in Catholic Education at James Cook University and authored a book entitled “What Catholics Believe.”

Gerard will take up this appointment on Tuesday, 10 April 2012.

I am sure that you will make Gerard welcome as he begins his important ministry in our Diocese.

I would also like to take this opportunity to thank the appointment panel for their generosity of skill and time in the appointment process.

John Borserio

Director

Catholic Education Office

PO Box 756

Toowoomba Qld 4350

The best apps and tools to make work life easier

TrakRecruit — Thu, 16 Feb 2012 20:40:17 +0000

In my continuing attempt to regulate the day-to-day routine tasks, I’m always a sucker for those articles which list the latest & best apps, tools and websites.

So when Daily Tekk writes about getting organised with “The 100 Best Tools, Websites, Apps and More” I’m in hook, line and sinker. Especially when I only know 5 of the list! (Admittedly number one – and rightly so – is Evernote).

See related article ‘Dropbox’

With so much online comment, how do you protect your name?

TrakRecruit — Wed, 15 Feb 2012 20:35:54 +0000

A person’s career can be negatively impacted if either their own name or their employer’s name is unfavourably mentioned in cyberspace. Most experts suggest the first step in ‘reputation management’ comes with monitoring your name online and there are now a host of tools to make this task easy. To keep tabs on what might be said about you online, read ‘Social Monitoring Made Easy’ by Gary-Adam Shannon. Based upon his advice I’ve taken a free account with ifttt (if this, then that) which looks like a really useful app.

Would a less conservative approach to recruitment decisions help your team?

TrakRecruit — Tue, 14 Feb 2012 20:45:33 +0000

Leaders and aspiring leaders are typically judged on their creativity, with hiring managers often seeking examples from a candidate to demonstrate how they have taken (measured) risks in their role. So if innovation is so important in the candidate’s profile, why are most hiring managers so conservative and risk-averse in their recruitment decisions?

Having worked in the large, mainframe computer industry for many years, our company had a superior product offering to IBM but we’d regularly lose out to them on major bids. It was always said that an IT manager wouldn’t lose her/his job by selecting IBM.This same conservative approach is prevalent in hiring decisions, with organisations sticking to the same narrow criteria over and over again– the ‘safe choice’ is made to limit the risk of a poor appointment, which also impacts the reputation of the hiring manager.

Being an accountant by training, I tend to naturally fall into this risk-averse category, so the advice by Paul Schoemaker ‘To Hire Well Throw Away the Job Description’ is a little scary. (He doesn’t actually recommend you do this.) I’ve decided in 2012 to encourage my clients to at least consider people who possess the qualities and attributes we’re seeking, although they might have a career background that doesn’t align with 99% of their existing workforce. It just might be that the benefit of hiring ‘outside the square’ far, far outweighs the risk.

What you learn at a conference shouldn’t stay at the conference

TrakRecruit — Mon, 13 Feb 2012 06:14:40 +0000

We all go to conferences, right? We all get excited by some of the insights we learn from the conference presenters or our fellow attendees, right? And we all score 100% for the follow-through with these insights when we get back to our workplace, right? Evidence suggests this is a resounding ‘no’ and very few conference ideas translate into longer term change in our work practices.

If you’re ready to share your conference experiences with others while also developing your leadership skills, this article on The Learning Circuits Blog provides ten ideas for how you can bring the conference back to your workplace

How a n-f-p can more effectively use social media

TrakRecruit — Thu, 09 Feb 2012 20:45:46 +0000

Most n-f-p organisations now use social media as part of a communications plan. But how successfully? It is not unusual to find tensions between the marketing and the financial people as they debate the cost/benefit of social media. This article by Jeremy Gregg provides some advice on how a n-f-p organisation can be more effective with their social media.

Ready to escape the vicious cycle typical of most work days?

TrakRecruit — Wed, 08 Feb 2012 20:30:12 +0000

“We are all prisoners of the urgent” says Tony Schwartz, with people spending their work days in “back-to-back meetings, responding to email and putting out fires”. Sounds like about 95% of us? Tony encourages us all to say ‘no’ more often and he also outlines some simple steps to get a better grip of the vicious cycle that accompanies most work days. It is another excellent article on the HBR Blog.