“Sponsored by Nuffnang”

Two times today I was reminded that the skills and experience that FMCG jobs provide, can open up many more options than you think.

The first came in the form of an email from one of my clients. They required me to start the search for a Marketing Manager to replace one of their employees who was leaving to start their own business.

Leaving a stable secure role with a Blue Chip employer to jump into the relative unknown world of managing cash flows, negotiating leases and trying to make a profit was the option they had decided to take.

The second was a call referring a candidate to a role I was looking after. The call was from another candidate “Harry”, whom I had been working with to secure a senior sales management role. I always welcome referrals and in this case it was a strong candidate with great experience so I immediately rang his number and booked him in for a chat.

So I asked “Harry” if he had secured a role since our previous discussions. He explained that he and few other senior FMCG experienced ex-colleagues had put a syndicate together to launch a retail concept. He was a bit secretive with the details and explained he couldn’t say much at the moment.

In the above two cases the people obviously had experience,  resources and the ability to take the leap of faith and start these businesses. But what if you are young, keen have the ability and desire but not the capital to make the dream of running your own business happen?

Well this opportunity is now being offered by Bakers Delight in the form of a new concept called MTO – Manage To Own targeted at young inspiring entrepreneurs.

The idea is for potential franchisees to get the training and management experience of running a Bakers Delight franchise and once they have successfully completed the program, which would take around 12 months, they are assisted by Bakers Delight to purchase their own franchise business.

The program overcomes many of the financial constraints for potential franchisees by paying them while they do the 5 month Franchise Training Program and also while they get the practical skills by managing a Bakers Delight for 6 months.

I think it is a great idea as takes out much of the risk associated with taking on a small business, not only because it is part of a franchise system, but also because you have the security of an income while getting the experience required to be successful.

It also gives you the opportunity see if you can cope with the early starts and if you can count to 13.

Tim

Please read my article on putting a CV / Resume together and comment if you agree or disagree with my advice.

In regards to cover letters, I will put my list of Do’s and Don’t’s below and add some links to examples of what I think are going to give you a better chance.

Do’s

• Always attach a cover letter to your CV or Resume
• Make sure you address it to the relevant person in the business
• Use key words from the advertisement in your letter
• Address both the Skills and Experience Requirements identified in the Ad
• Put the most convenient and accessible ways to contact you ie Mobile and Email
• Space it out and make it easy to read
• Differentiate between sending it to a recruiter or the company itself
• Make it one page
• Make it unique to you and what you can offer
• Include call to action – Request an Interview, Tell them you will call to follow up in 2-3 days
• Be confident

Don’t’s

• Make spelling mistakes
• Address it to a different role or company or person by mistake
• Send a generic cover letter
• Make it more than one page
• Include unnecessary filler such as “Please find my resume enclosed”
• Explain why the role will be good for you
• Waste the first paragraph with filler, make an impact so they keep reading

So here are some example templates I have put together;

Cover Letter No 1

Cover Letter No 2

Please tell me if there are any mistakes and email me any improved versions.

Thanks

Tim

Contracting can best be described as the ultimate try before you buy!

Rather than jumping into a long-term commitment it provides an opportunity for an employee and an employer to work together to see if the fit is right for both parties. It can however be a double-edged sword. As there is no commitment either can pull out of the arrangement if things don’t go to plan.

In recent times we have seen a shift in how employers and employees feel about contract work. The demand for contract roles has increased as the workforce continues to change under new pressures. As companies respond to financial pressures, shrinking resources and ever expanding workloads often their demands do not reduce and they need to find a solution. Staffing is kept lean and mean with no slack for over-and-above projects. Sometimes the only cost effective way around this is to hire contractors to ensure timeframes are met on those non-negotiable projects.

Previously there was a preconception that contractors were “second best”, not of a high enough standard or looking for a way into permanent roles. Thankfully this has changed. Many professionals with a solid background and transferable skills have made a lifestyle choice to become “career contractors”. They are motivated by goals other than security – they want to work from home, have had enough of workplace politics, want time with their family, want to take that trip, or return to study. Contracting can offer that flexibility and balance, giving people more choice. Market conditions also play a role influencing the supply/demand curve. With the candidate market remaining tight and employers facing increasing pressure with managing their costs, both sides need to be flexible in considering their options. Over the last 6 months we (market partners) have seen an increase in candidates who previously would only have considered permanent roles and are now prepared to look at contracting as another option. This has been across both the Services and FMCG sectors. On the employer side they are 6 months in, know their positions and what they can and can’t resource and fund for the remainder of the year so need to consider their options.

So what are the advantages and disadvantages of contracting?

For employers there are numerous advantages:

• Cost effectiveness – no annual leave, sick leave, long-service accruals
• Increased productivity from contractors versus permanents as they don’t have to deal with competing demands and can focus on the task at hand
• Ability to dedicate resources to key projects without affecting the day to day running of the business
• Help to manage resource allocation
• No long-term commitment
• Inject new skills into the organisation with minimal risk

And the disadvantages:

• Some companies are concerned about confidentiality of information but all contractors especially career contractors are aware that their reputation is critical if they are to get
  another role
• Lack of commitment – if a project runs over or a decision hasn’t been made as to the finish date a contractor may have already secured another role or wish to move on

There are also many advantages for the contractor:

• Higher productivity as you don’t have to deal with competing demands or office politics and can focus on the project
• Variety of work places/industries/roles/challenges keeps it interesting and tests the
  individual’s skills to adapt and work in different environments
• Employers often open to giving contractors an opportunity to move across industries or roles as there is little risk for them
• Clarity of job responsibilities and expectations
  – hired for a specific purpose with a timeframe provided
• Paid for every hour you work
• Able to pursue other ambitions and still have an income

And the disadvantages:

• Inconsistency of income or role; depending on the individual and how they adapt and can manage their financials; particularly in-between roles
• No security; my contract ends in 3 weeks, what next?
• No annual leave, sick leave and other employee benefits
• Don’t always feel part of the team
• Minimal training and development; can be a steep learning curve
• Roles won’t always live up to the PD; can sometimes be “below” where you were previously
• Constantly have to adjust to new work environments

Contracting positions in sales and marketing are still in their infancy if you compare them to other
industries like IT, healthcare or industrial that have been using the benefits of contracting for years. There are still companies that find it a relatively new concept however they are embracing contracting to succeed in achieving their targets and objectives.

If you are thinking about a career change, don’t discount contracting as an option. It’s an ideal way to change industries, gain experience in a variety of roles and achieve more choice and balance. Security, even for permanent staff, is a thing of the past so for those willing to sacrifice this illusion there are many exciting benefits.

If you have good skills and an adaptable style then contracting may be worth considering…..and if you have to meet that deadline and don’t have the capacity in your team then perhaps think about what a contractor can do to keep you on track.

Tim

One of the paragraphs or tips that really related to FMCG people is the one titled Reevaluate people – and steal some good one. The point that is made that is you ask all your employees to take the same hit in terms of salary and bonus then you may have negative impacts. The across the board action give the sense that “we are all in this together team”. But it ignores that fact that you have a number of high performers who are still performing and don’t deserve the same hit as those who are not performing.

It is is time to reassure your high performers and continue to reward them. Otherwise your competitors will be scouting for talent and find your disenchanted “punished” talent.

Remember across the board cuts is not management, it is just reactionary, manage expenditure and people to get the best results.

Tim

I am fascinated by these Craig posters. Who is he, does anyone know him?

Signed Craig No.3

Signed Craig No4

Tim

this is way off topic but very strange and amusing. Has anyone else spotted these posters appearing in Melbourne. They are signed Craig and he has some strange ideas.

Here is the first two, I have more to post but I will put them up progressively.

Craig's Poster No.1

Craig's Poster No.2

Tim

Bend Over

The money is being earmarked by the buyers as for “Store Refurbs”, and there is no negotiation, it is take it or leave it.

Have a read of The Age article and comment if you dare!

Tim

“MICHAEL LUSCOMBE: I think it’s a tragedy that we are talking about anybody losing their job let alone 1800 people. We have worked very closely with Pacific Dunlop because, you know, this has been a business that has not been without its challenges for a number of years.”

Give me a break, it is Woolworths and Coles who brought these job losses about. The vast majority of PacBrands products are sold through these two retailers and their subsidiary outlets.

Coles’ and Woolworth’s buyers have continued to put pressure on prices, both everyday and promotional deals as well as adding to the costs of doing business. Increase in trading terms, pushing logistics costs back onto suppliers, reduced ranging, increase in Home Brands etc.

It is a tragedy that people all over the country are losing their jobs, but take some responsibility Mr Luscombe, don’t start crying crocodile tears.

Tim

Please sign up to my posts at http://twitter.com/fmcgblog

please give me any advise or feedback.

Thanks

Tim