Electrical/Automation Applications Engineer Customer Support

Providing the best electrical and automation technical products to industry, you love the technology & clients challenges. Suit Industrial electrician poss Graduate

Opportunity to Grow Learn and Earn good $

Our client is a family business that has operated for 30 years. As a wholesaler of Industrial Automation equipment they contribute to customer success by providing a centralised way to purchase world class electronic automation equipment.

They have never compromised on the equipment they supply because they care about what they sell. As a result they only source equipment from well regarded European manufacturers.

Across 30 years the business has developed a loyal customer base by demonstrating that they care about the customers problems and proposing solutions that ensure customers thrive.

By never compromising on this offer they are on a path to becoming the best electronic automation business in Australia. They are seeking candidates willing to join them on this journey. They are a family owned business that brings all new employees into the family.

This business cares about it’s large “family” of staff, customers and suppliers. They believe in creating an organisation that can help everyone thrive. With potentially two roles (one senior and one ‘graduate’ level’) this respected company offers a chance to learn, grow and have a thriving career Customer service is at the core of both positions.

Staff are supported in meeting customers needs by having an end to end range of Automation components that can fulfill the requirements of any application. As a result the successful candidate will be able to understand standards, specifications and performance data in order to deliver customer proposals.

You enjoy close relationships and thrive in the knowledge that your proposals are assisting customers fulfill their needs.

By playing a key role in the provision of technical advice, and order fulfillment, you will become an invaluable resource to a large number of customers from a variety of Industries.

An enquiring mind and willingness to delight customers distinguishes you. You have initiative, great communication skills, a willingness to extend yourself by learning new technologies.

You’re a team player who is trusted with responsibility. You have some technical foundation knowledge, possibly from industrial electrical experience, possibly from a degree or qualification in electrical/systems discipline.

Ideally you know the difference between a PLC and VSD (although our client will also provide ongoing training). Generous salaries are offered to the right candidates. A superb career awaits technically minded candidates who excel at customer service.

Applicant backgrounds could include electrical fitter, electrician, avionics, technician, engineer graduate, NHP, Rockwell, ABB or other manufacturing/production/engineering experience.

Call Blair now to discuss on 0409 318 234 or apply now by sending your resume through to bbarker@inventra.com.au

Recruitment Tip #3 – Does your hiring process rule people in or rule people out?

This week is world Autism Awareness Week.

A read a great article from Richard Branson where he ended with,

“Rather than encouraging everyone to conform to thinking the same way, let’s support and celebrate our differences – in doing so, we all stand to gain.”

This is so true, but our hiring practices do not in any way reflect this. In the main our hiring practices celebrate the norm, they look for keywords, they look for the standard, they look for the expected.

We do not look for someone’s potential we look for their merit. But how do we judge merit, what I perceive as meritorious may not be what you do?

A perceived great interview is about storytelling, selling yourself and your abilities. But what happens when someone with great potential cannot tell a story and is telling a story really relevant to all jobs in all companies?

A perceived great resume is about matching your words with their words, but what if your keywords don’t match my keywords but we mean the same?

A perceived great worker does the job you tell them in the way you tell them, but what if your directions are not clear or you have no flexibility for difference?

It is difficult to look from someone else’s perspective, but we must. Because diversity of people creates diversity of ideas.

If you use AI to recruit and to be honest who doesn’t, who created your AI and what assumptions did they make? Have you ever looked at the applicants it didn’t choose to see why?

What knockout questions have you put in your ATS? Has that question really helped you find the best candidate or the easiest one?

Recruitment really is a numbers game and that number is time. If there is a way to do it faster, it will be done but does that really mean better? Everyone is different and those differences are what we should be looking for not how can we make everyone the same.

Read “Approaching Autism Differently” – Here

Recruitment Tip #4 – The Perfect Candidate.

Have you heard of the secretary problem? You can find it on wiki here, but in general terms, it is when you are looking for the perfect candidate and you can only go forward, if you discount a candidate hoping to find someone better you cannot go back if you don’t.

The problem with looking for the perfect candidate is that you might just miss them.

You are looking for someone to fill a position with your organisation.

You have done all the hard work.

Worked out what you are looking for, what matters and what your value proposition is. You have done some amazing marketing and had a number of exciting looking candidates apply.

You wait, you want to see who else comes along, you know you have those original candidates so why not wait, you might find someone who is perfect.

After a while you decide to start talking to your candidates. Your response has slowed down.

Firstly, those awesome candidates, didn’t stop looking for jobs just because they applied for yours.

Secondly, awesome candidates usually have great networks, so applying for jobs can just be a tick box exercise for them.

Thirdly, what does a delay in the recruitment process say to candidates about your company?

So, you start calling some of those great candidates, remember they were great but not perfect, or at least not on paper. The first candidate has already taken another role, sorry. The second one sounds great, but oh wait after hearing about the role has decided they are no longer interested. The third candidate looked great on paper but didn’t interview well. The final candidate comes in for an interview, but in the meantime, they have other interviews and takes another role while you’re still thinking about doing reference checks. The

So, you don’t find anyone, so you go back out to the market. This time the response you get is nowhere near as good as the first time. The job advert is stale, and candidates are wondering why you didn’t get someone the first time.

This has just not only left you will an unfilled role it has hurt your employment brand.

The moral of the story is before you go out to find someone, whether through advertising, head-hunting or networks be ready to start interviewing. And whilst I am not saying that you should take the first candidate that seems suitable. I am saying the first candidate might be your best candidate, so be prepared to move.

There is never a perfect candidate and having an idea for a perfect candidate can actually close your mind to the best candidate.

The trouble with selection criteria

I have been in recruitment for nearly 13 years and have worked with hundreds if not thousands of people. And not once have I heard someone say to me, “oh I don’t have to fill in selection criteria, that’s a shame”.

Government agencies are notorious for using selection criteria and what is even worse they have a method they expect every candidate to follow to fill them in. Because of this a whole cottage industry has sprung up to support people filling in selection criteria. Now doesn’t that defeat the purpose?

Selection criteria are supposed to be the great leveller but in reality all they do is put people off. You are certainly not going to encourage diverse candidates by expecting them to all produce carbon copy answers.

Selection criteria have become the great joke of the recruitment process, but the reality is that they are not only divisive they do anything but encourage individual ideas. Candidates find them anything from annoying to down right scary. They cause stress and anxiety to a process that is already stressful for most people.

When you set up your recruitment process did you actually go through it yourself to see what it was like? If you had to go through 3 pages of selection criteria with 300 words per answer would you bother?

And what are you hoping to achieve by having those selection criteria? For most people it is to cut down the number of applications they have to review. Well I can tell you it works. But what it doesn’t do is find you the best candidates. It also doesn’t help you to find diverse candidates.

What selection criteria really do is make your application process more difficult. They put people off applying, especially candidates that are already time poor. They help to impart bias, as they encourage you to look at every candidate the same, looking for the same words and exactly the same experiences. And they encourage applicants to seek help to “fulfill” the process.

So if you have selection criteria as part of your recruitment process, have you looked at how they affect your process? What they are trying to achieve and do they really improve your candidate experience?

Retaining your people should be your number one recruitment strategy.

This week I have attended a number of events held in honour of  international women’s day. One of those was a Women in Aviation/Aerospace Australia event held at BDO Brisbane and whilst listening to the wonderful Heather Mattes speak about her career and the challenges she faced it got me thinking about the current challenges many companies are facing in what has quickly become a candidate market.

2019 really is going to be the year of the engineer. Queensland in particular is leading the way with multiple major project really ramping up. But the story is similar across the country, there are currently not enough skilled engineers to meet the demand and whilst the Federal Government and Industry are working to future proof the industry, that is a number of years away.

So what can you do as a business to ensure you are not only attracting the right people to your business but what can you do to retain the best people, and what has this got to do with International Women’s Day?

Attracting the best people or “top talent” and attracting diverse candidates, especially in an area of candidate shortage mean you as an organisation have to not only re-think your hiring strategy but also your companies value proposition. Then you also have to walk the walk and not just talk the talk.

It is not just diverse candidates that are looking for better work environments, flexibility, challenges and support, growth opportunities and career development. It is all candidates and many people know their industry, they know who the companies are that look after their people and truly do value them as individuals.

So what are the top companies doing to make them so attractive, and usually it has very little to with pay?

  • Providing true flexibility, understanding that it takes a family to raise a family and that life doesn’t stop just because a project has got busy.
  • Recognising all their people and making them feel responsible for their own careers but giving them opportunities to grow.
  • Involving them in change and giving them ownership of change.
  • Listening to them and acting on their ideas.
  • Making them feel valued.
  • Giving them the opportunity to explore, it is all too easy to keep your subject matter experts in the same role, but not only is that a huge business risk it also stifles your employees and encourages them to go elsewhere to get the new experiences they are looking for.

With the number of projects that are coming online and the actual number of STEM graduates in decline (https://www.businessinsider.com.au/australia-skill-shortages-stem-study-fields-2018-11, https://www.abc.net.au/news/2018-06-10/australia-facing-critical-shortage-of-mining-engineers/9851142, https://www.afr.com/news/policy/education/numbers-for-women-engineers-worse-than-five-years-ago-20190215-h1bak6), for the short term at least, this skills shortage is going to get worse before it gets better. So it is worth the time now to invest in the people you have before you have to go talent searching elsewhere.

Engineering the Future is an initiative from Inventra Recruitment, helping organisations retain their people and recognise the need for a truly inclusive and diverse workforce. Inventra Recruitment specialises in the recruitment of technology specialists, trades and engineers. Inventra provides workforce planning and recruitment strategies that are truly personal and creative.

Resumes for Engineers

Recently we have been working with a number of people who have asked us to look at their resumes. Now resumes make up an important part of your personal brand, one that is usually the first one that a potential employer will see, espe

Female engineer writing resume technical engineering recruitment
Writing an Engineering Resume can be challenging as you need the right mix of personality and engineering detail.

cially if you are actively in the job market. As an engineer, usually personal branding doesn’t come easy but the market is still tight and in most cases you will need to make yourself as polished as possible. So here are my top 5 tips to spruce up your resume and help you get noticed in the job market. 

1. A clear concise resume

Concise doesn’t mean 2 pages; unless you are a recent graduate you will need around 4 pages. The first page needs to grab the reader’s attention, think about who you are applying to and why, what problems are they trying to solve and how can you help.

2. Be specific and talk about you

No-one can explain your experience like you can. Your resume is your chance to shine, your chance to show off, but use specific examples of what you did, what you achieved and what skills you bring. Don’t use generic statements that anyone could have written.

3. Keep your contact details clear and on the first page if not all pages

There is nothing worse than going to contact someone and you can’t find their details or you have to trawl through the applications or emails. If you’re a maybe candidate this small thing could turn you into a no.

4. Emphasise Key Skills

Take note of the positions you are applying for and tailor these accordingly, if a job advert says it requires Solidworks, get that front and centre on your resume, then support that with complimentary skills. A lot of companies now utilise key word recognition software, so make sure your resume is full of the keywords that the advert is using.

5. Fill in the gaps

Whilst large periods of unemployment never look great on your resume, taking the time to explain them will save any potential employer the time to ask further information, which in reality many won’t bother to do, again potentially taking you from a maybe to a no.

If you would like help developing or improving your resume or/and personal brand contact us now on 07 3085 4300 or email rharrison@inventra.com.au

Part-Time, Full-Time or Your Own Time

The same question keeps coming up. I have young kids, I want to spend time with them but I want to work but it costs so much to have them in childcare and I feel like I am missing out. What should I do?choices for women working engineering technical life balance

The question of should you spend time with your kids while they are young is only one you can answer, but the question of what should I do with regards to my working future is one I can provide some advice on.

From a career perspective it is always going to be better if you continue to spend time in the workforce but I know myself that that is no always easy and is not the right choice for everyone.

The great news is that employers are really starting to recognise that parents gain skills managing kids. That parents can multitask, organise and come with a focus to get things done.

There are also some great things you can do if you do decide to spend time with your kids and take a period of time out of the workforce.

Take the time to assess what it is that you really want. Do you want to continue on the same career path you did before or is this the opportunity to transfer those skills to your dream job?

Taking up study or training is a great way to either keep those skills sharp or try something completely new. There are usually costs involved in straight out studying but is there another way to get those skills? Maybe you can volunteer at a local group or centre. Do you have friends working in that area your interested in that could point you in the right direction or could you help at an event or conference and get to network for free?

The other great thing about volunteering is that you can get access to council run courses for free. Things like events management, food technology or volunteer management. You may also be able to keep your skills up to date.

Working part-time is a great option and many employers are starting to realise that there are benefits to people working part-time. However it can be difficult to find that perfect part time position as there is huge competition for roles. It is definitely worth the effort though as it can give you the best of both worlds, and help you add to your retirement pot. It can be stressful though as sometimes you are expected to fit in a full time role into part-time hours.

My advice when contemplating this difficult decision is to work out what you really want. Do you want to work full time when your kids go to school? Do you want a career or a job to pay the bills, there is no shame in either? Do you want to stay in the same industry or try something new? (Many organisations are now looking to increase diversity and as such looking to bring new people into their industries, have you considered something non traditional?)

Planning now can really help you in the future.