Posts Tagged “jobs on the coast”

20111207-pickuppenny

It’s been a short but busy week – where did it go?!  But look no further for the latest job opportunities on the fabulous Central Coast – they are right here!

central-coast

There’s so much to do on the Central Coast this weekend it’s ridiculous!  We’ve got the Australian Springtime Festival, the Chinese Cultural Festival, The Texture Exhibition and the Aquapark has re-opened after its winter break – just to name a few!

What if you are looking for work or someone new to join your team and still want to have fun?  No probs – just go wireless and find what you need right there relaxing on your picnic blanket enjoying the view.  The beauty of Jobs On The Coast is that you can check in and apply, join or search any time anywhere.  So click here for your Weekly Update and find what’s waiting for you…

christine-allen

THE Central Coast Council has started an Instagram page to market the region with locals encouraged to hashtag their own photos to share the Coast love.

The campaign, aptly called This is the Life, will showcase the Coast’s emerging cultural scene by featuring “real” local residents sharing what they love about the region.

Their stories, photos and videos will be shared through Instagram — @thisisthecentralcoast — and on a dedicated website thisisthecentralcoast.com.au.

The Coast community will be encouraged to get involved by using the hashtag #thisisthelife.

Similar branding campaigns have proved hugely successful in other areas including Penrith, Parramatta, Newcastle, the Gold Coast, Melbourne and Brisbane­.

“We know the Coast is a great place to live and we want to spread the message,” Central Coast Council administrator­ Ian Reynolds said.

“The campaign will use real people telling real stories­.”

And that is something Christine Allen has been doing for the past few years with her coastalchic.com.au website and coastalchic Instagram account which has 60,000 followers.

Ms Allen moved from Sydney to Umina Beach three years ago in search of more affordable property.

“We moved up because we couldn’t afford to buy in Sydney and we didn’t want to live a million miles from the beach,” she said.

“We bought the first house we looked at, a four-bedroom house with a pool and minutes from the beach.”

Even the commute to Sydney for work became a positive for the public relations professional­.

“I use the commute time to work on the Instagram account­, so I don’t see it as a negative, Coastal Chic was born out of commuting an hour each way, so it’s been quite productive,” Ms Allen said.

She said the Coast’s lifestyle including­ its food and cultural scene came as a complete surprise.

“It totally surprised me, like a lot of people I was expecting­ it to be a bit daggy, but it’s not at all,” she said.

“It’s on par with Sydney, if not better.”

RESEARCH PUTS PERCEPTION OF REGION IN FOCUS

THE Central Coast Council commissioned formal research to find out people’s perceptions and attitudes towards the region.

The research found recognition of the area was high, people knew where the Central Coast was, and it was identified as an affordable region with a relaxed attitude, but there was a general perception that there was a lack of amenities­.

“We know this is no longer true,” council administrator Ian Reynolds said.

“The Central Coast has changed a lot over 20 years. It is certainly a more vibrant place, with cafes, restaurants, festivals and a growing cultural scene.

“Perceptions have not kept up with reality. Research shows outside the region, there is a view we are a bit of a sleepy hollow with not much to offer except our beaches.

“If you live here and are a proud Coastie, you know that is not the case.”

People can follow the campaign on Instagram @thisisthecentralcoast by using the hashtag #thisis thelife and share what they love about the Coast.

Source: Denice Barnes, Central Coast Gosford Express Advocate

job-interview6

Do you have favorite interview questions that you ask each job applicant at an interview? If so, you’re not alone. Seasoned interviewers develop a short list of best questions that quickly tell them what they need to know about a candidate’s job skills, job fit, and potential cultural fit. I have my best interview questions, too.

My best interview questions focus on the skills I want candidates to have and the contributions that I most want my candidate to make.

They help me assess the prospective employee’s work experience and his or her approach to problem solving. They help me understand how the candidate interacts with people and the work environment.

These best interview questions have a track record of helping me select people who became successful employees. These are some of my best interview questions to ask a prospective employee and your goal in asking each question.

BEST INTERVIEW QUESTIONS

Interview Question: Tell me about your greatest achievement at work.

Goal: The applicant’s answer tells a lot about what the individual values and what he or she considers important. It also demonstrates what the applicant considers to be an achievement.

Interview Question: Describe the work environment in which you will most effectively be able to contribute.

Goal: The candidate’s response tells the interviewer whether their work environment is congruent with the candidate’s needs. The answer helps the interviewer

Interview Question: What kind of oversight and interaction would your ideal boss provide?

Goal: You want to know how self-directed your candidate is. In a company that emphasizes empowerment, for example, a candidate that requires constant direction will not fit. If you know that the boss who is the hiring manager is a micromanager, the self-driven candidate may not succeed. (What are you doing about this boss’s management style?)

Interview Question: Tell me about a time when you had to overcome a major obstacle that stood in the way of you accomplishing a goal or commitment.

Goal: You will obtain a clear picture of the candidate’s past performance. You obtain information about his or her problem solving style and you also learn about what the candidate considers an obstacle. You may also learn about his or her interaction style with coworkers.

Interview Question: What prompted you to apply for this job? What interested you the most about this position?

Goal: You want to know what the prospective employee is most interested in related to your position. The answer will tell you about what motivates the individual and what is important to the applicant.

Interview Question: Why are you leaving your current employer? (If the applicant is employed.)

Goal: The applicant’s response tells you about his or her values, outlook, goals, and needs from an employer. You can determine what prompted the job search.

Interview Question: What are the three most important attributes or skills that you believe you would bring to our company if we hired you?

Goal: The candidate’s answer tells you what he or she considers most important in their skill set. You also learn about how the candidate views your open position.

Interview Question: What are the first three things you would do on the job if you were hired for this position?

Goal: You will gain an understanding of what the applicant deems important, their understanding of the requirements of your job, and how the candidate approaches a new situation.

Interview Question: How would your coworkers at your current job describe your interaction with them and your general effectiveness in your work performance? How would your coworkers describe you?

Goal: You want to understand how the candidate thinks that his or her coworkers view their interaction. You also want to assess how coworkers like working with the candidate. These questions give you an idea about the candidate’s assessment of his effectiveness in his current job and in his relationship with coworkers. Past practice can predict future results.

Interview Question: How would your current boss describe your work and contribution?

Goal: You want to understand how the candidate perceives the support and opinion of his current employer. This question tells you about the candidate’s interaction with his current boss. It also informs you about how he accepts criticism and feedback.

Interview Question: How do you believe that your current skills will contribute to the accomplishment of our company’s goals and mission as stated on our website or in company literature?

Goal: Prospective employees have long been asked to learn about the company to which they are applying. In this Internet age, learning about the company has never been easier. This question tells you if the prospective employee did learn about your company. Further, it tells you if the candidate was thoughtful about his or her potential “fit” in your company and whether she will be able to contribute.

Interview Question: How do you go about continuing to develop your professional skills and knowledge?

Goal: You want to hire employees who believe in continuous development and improvement. Listen carefully to whether the prospective employee pursues his or her own professional development or whether they depend on their employer to provide the development opportunities.

These are examples of the best interview questions to ask as you recruit and interview new employees. You will devise your own list of the best interview questions to ask as you participate in more interviews and experience the success or failure of the people that you hire.

By Susan M. Heathfield
https://www.thebalance.com/best-interview-questions-for-employers-to-ask-applicants-1918483

new-positon3

Are you looking for a new position?
Click here and use your intuition.

You may have the need to increase staff?
Well click here now, it’s not a craft.

Looking for some industry tips?
Click here now and learn some tricks.

We have got it all for you…
At JOBS ON THE COAST – we share it too!

sunken monkey

Read this news story about one of the Employers that use Jobs On The Coast to help find new employees…

The former Woodport Inn at Erina has a new name – The Sunken Monkey – new owners and a new paint job with major renovations underway.

What’s happening at the Woodport? It’s the question on everyone’s lips.

Well for starters — it is no longer the Woodport Inn.

The landmark hotel at Erina has new owners, a new name — and a new paint job which has raised some eyebrows.

Just over 12 months ago four partners, spearheaded by David Roy who is the majority­ shareholder, bought the building and began its transformation into The Sunken Monkey with a vision to make it the Coast’s premier entertainment venue.

“We’ve certainly had some comments on the new grey paint job, but I think it looks very elegant,” Mr Roy said.

The owner of a real estate company and another restaurant, had “always wanted to buy a pub”. Raised on the Central Coast, the successful businessman saw buying the hotel as the chance to “do something good” for the Coast and set about transforming it.

“I used to drink here myself, but the old Woodport had a pretty bad reputation,” Mr Roy said.

“We want to turn that around. We want to make it a destination for people of all ages – from children to seniors­.”
Several million dollars has been spent on completely refurbishing the downstairs nightclub which has now become­ Proud Mary’s and features live music and DJs every Wednesday, Friday and Saturday night.

The main bar has been attractively­ redecorated and is now a fully operational sports bar with 22 large screens and a TAB.

Also on this level is the ambient bistro Aquifire.

And upstairs now features The Wine Locker, an a-la-carte Italian restaurant with stunning panoramic views over the nearby Erina Creek.

There is also a regular laser show over the creek to entertain diners as they eat.

“You will be able to enjoy everything from a pub-style bistro meal to a fine a-la-carte dining experience, to an informal gathering in the outside area to nightclub fun downstairs,” Mr Roy said.

The next dining experience to be added will be a Japanese restaurant on the upper level, with an extended deck and outdoor seating under the cover of a cherry blossom tree.

Plans are already underway for more eateries, including a Mexican restaurant to be added as the expansion continues, with the creek-side veranda to be extended over the newly-renovated outdoor eating area.

And further down the track, Mr Roy has hopes of extending the hotel’s presence along the creekfront with a 112-room resort style motel, complete with cabana and swimming pool with “several more million” expected­ to be spent.

And why The Sunken Monkey?

“We bought the hotel in the year of the monkey and the Asian community holds monkeys in great esteem,” he said.

“And as for sunken – we chose it to reflect the hotel creek-side setting.”

Source: Terry Collins

http://www.dailytelegraph.com.au/newslocal/central-coast/the-new-sunken-monkey-gets-into-the-swing-of-things/news-story/8269765119c5e3e8f6e0c83270de0ca0

APPLYING FOR JOBS ONLINE

Posted by | September 6, 2016 | Job Seekers

OnlineApplications

Many employers and recruiters encourage you to apply for jobs online, either through their own websites or through a job search website.

This can make applying for a job a little easier, but if you want your application to succeed, you have to work just as hard on an online application as you would on a job application that you’d submit via email or post.

It’s important to make sure your application provides all of the information that you’re asked for. Some organisations only let you apply for jobs with them every six months, which means if you get it wrong – or don’t provide the right information – you may not be able to fix this mistake for a long time.

Here’s a few things to think about, both before you start on your online application and while you’re submitting it.

BEFORE YOU APPLY

Before you put your online application together you need to know as much as you can about the company you’re applying to work with, and what they’re looking for.

Do Some Research

Check out the company’s website and read over it carefully. Make sure you visit more than just the homepage! You need to be able to show you know a lot about the organisation and explain why you want to work for them.

Read Things Over Carefully

Read the job’s selection criteria carefully. Look out for any key skills or words that are mentioned. Lots of companies use software to scan your application for certain words or phrases, and if you don’t mention these your application won’t get very far.

Work Offline

Print out the application form and read over it carefully. Write down your answers using pen and paper, or type them out on a word processor, before you start filling in the online form.

This can help you write your application in a more thoughtful way. It also means that there’s no way you can accidentally submit your application when it’s not ready.

Follow the Instructions

Read the instructions on the application form carefully. If you don’t follow the instructions, your application could be chucked before someone ever gets to read it.

COMPLETING AN ONLINE APPLICATION FORM

Here are some things to keep in mind when you get down to actually filling out the form.

Tailor Your Application

Whatever you do, you should never submit a generic resume or cover letter as part of any job application, online or not. It’s important tailor each job application to the job that you’re applying for. One tailored application equals a hundred generic ones.

Answer All of the Questions

This might sound obvious, but make sure you answer all of the questions on the form before submitting it.

Once you’ve finished filling in the form, take a quick break and then come back and read over it again – you might notice something that you’ve missed or overlooked.

Give As Much Information As Possible

When responding to questions or selection criteria, your answers shouldn’t be a simple yes or no. They should give as much detail as possible, including examples of how you meet the requirements of the job.

Don’t go over any word limits and don’t pad out your answers – make them short and sharp, but still as informative as you can.

Use the S.T.A.R. Approach

When responding to selection criteria, use the S.T.A.R. approach to put together your answers. This involves describing:

The Situation you were in
The Task you were given
The Approach you took
The Result of that approach

Double-Check the Instructions

Make sure you’ve followed all of the instructions carefully. Once you think everything’s ready to go, read over the instructions one last time before sending, just in case you missed something.

Leave Enough Time to Meet the Deadline

It goes without saying that you have to make sure you get your application in on time, but you also need to leave yourself enough time to do a good job. If you start working on your application early enough, you won’t have to rush things to get it in on time, and your application will be all the better for it.

Check Spelling and Grammar

Before sending it in, you should always check your application for spelling and grammar. Ask a friend, family member or teacher to look over your application.

At the very least, you should type your answers into a word processing program and run a spellcheck before cutting and pasting them into the online form.

COVER LETTERS

Unless instructions specifically advise you not to, you should always include a cover letter with an online job application. Make sure that you address the selection criteria in your cover letter as well as in your resume and the application form.

Remember that e-recruitment scanning software is often used on cover letters as well as resumes, and if your cover letter doesn’t tick enough boxes, your entire application may not make it.

Depending on the application, you might need to either attach the cover letter as a separate document, or you might have to type a cover letter into the application form. Either way, it’s best to write your cover letter in a word processor, then cut and paste it into the form if you need to.

File Formats for Resumes and Cover Letters

It’s important to find out what format the employer wants your resume and cover letter to be in, then make sure that you submit them in that file format.

Common file formats include:

Word documents (.doc)
Rich Text documents (.rtf)
Text documents (.txt)
If a file format isn’t specified, normally it’s best to provide a .doc or .docx file. – most e-recruitment tools work best with Word.

Generally speaking it’s best to avoid submitting documents as .pdfs – some e-recruitment software can have trouble reading .pdfs.

Email Addresses

Before you submit your application, get yourself a professional-sounding address. For example, your first name and last name with an “@gmail.com” tacked on at the end is far more professional than something like squidgypants99@gmail.com.

Little details like this can make a difference and set you apart from other applicants. A playful email address is fine for friends, but for a potential employer, it doesn’t create the image of a professional person.

AFTER YOU’VE APPLIED

It may take a while for you to hear back about a job application. In the meantime you should keep on looking and applying for other jobs.

If you do hear back, you may get asked to come in for an interview. To find out more about job interviews, check out our Job Interviews pages.

There’s also a chance that you may either get a response simply saying that you didn’t get the job. Sometimes you might not even hear back at all.

If this happens, it’s important to remember that it’s normal to apply for a job and not get it. The best thing to do is to keep on searching and applying for jobs online, but also to remember that there are other ways to find work, including:

Networking
Cold calling
Tapping into the hidden job market…

Good luck, and happy job hunting!

Source: http://www.youthcentral.vic.gov.au/jobs-careers/applying-for-jobs/applying-for-jobs-online

spring4

Spring has sprung, the grass is ris, I wonder where a new job is?

Right here at Jobs On The Coast of course!

Click here to check out our Weekly Update and visit our website for available positions, news and ideas on all things job related. Whether you are an employer, employee or future employee we have something for you.

reliance health

Reliance GP Super Clinic took out the prestigious ‘Business of the Year’ award at the annual Central Coast Business Awards, held at Mingara Recreation Club on Saturday night.
Hundreds of people from various industries and organisations flocked to the finals, where the crème de la crème of the local business world were recognised for their contribution to the regional economy and wider community.

A finalist in three categories, Excellence in Business Ethics, Excellence in Business Growth and Employer of Choice – earning an aggregate total that saw them take the overall honours.

Based in West Gosford, Reliance expanded with a second practice having opened in May this year, and another site set to open up in Erina in the coming months.

Reliance GP Super Clinic is the most comprehensive healthcare provider on the Central Coast; with over 25 GPs and an extensive range of allied health practitioners – from sleep medicine to podiatry and more – all under the one roof, and a business model based on growth through education and training.

The Clinic’s business model saw an increase of 100% in the last 6 months at the West Gosford practice alone, and plans to double the figure in the future, says Medical Director Dr. Rodney Beckwith. “Our model aims to manage demands from a changing local demographic and evolving patient needs,” says Dr Beckwith. In 2016 Reliance has opened 3 clinics for specific high volume areas; a sleep study clinic for sleep related illness including sleep apnoea, a flu clinic, and skin cancer clinic for specialised skin checks & procedures, with plans to open a women’s health clinic targeting obstetrics and more.

Nominated for Employer of choice, Reliance has a stringent recruitment process with ongoing training and education at the forefront of the organisation’s success. After an orientation workshop in cultural ethics and patient empathy, Reliance Doctors attend weekly training and education seminars on a diverse range of medical conditions. CEO Julie Abdilla believes maximising patient value through the knowledge and skills of staff is the key to a healthier community, “We want to create a foundation of knowledge for diagnoses and customised treatment plans.”

In addition to internal training, Reliance hosts seminars open to the local community of general practitioners, nurses, carers and even patients.

Reliance participates in fundraising events for causes such as cancer research, autism awareness and local hospital funding – in addition to sponsorship of local sporting clubs and teams.

Dr Beckwith explains that the community sponsorship evolved to encourage a healthier community, having been selected as the Central Coast ambassador for the Children’s Medical Research Institute. “Our contribution to medical research not only serves the charity but also the wider community in finding cures for illness that affect so many lives,” states Dr Beckwith.

At the beginning of the year Reliance contributed a large sum for the sponsorship of local Surf Life Saving Club, claiming that local partnerships generate exposure and allow health professionals to communicate important health and safety messages in the community. North Avoca SLSC Club President Mathew Slattery explains, “The financial contribution from Reliance provides rescue equipment, surf rescue education and development, training subsidies, first aid and advanced resuscitation training.”

A finalist in the Employer of Choice category , Reliance offers a variety of health and wellness initiatives to staff, such as a gym membership reimbursement, fresh fruit delivery, rewards and recognition, and allied health offers. Ms Abdilla explains the motivation behind the extensive program is “to provide a happy and healthy environment for our team.” Ms Abdilla reiterates that being in the health profession “we should lead by example and practice what we preach.”

Reliance and other category winners will go on to become automatic finalists representing the Central Coast in the the NSW Business Chamber State Awards. Ms Abdilla commented the Awards provide “a platform for business in the Central Coast region.” Adding, “It is a night of recognition for outstanding achievement and contribution, and I would like to congratulate all the finalists.” Reliance advocates support of small and local enterprises. “In the construction of our Wyong clinic we made sure all intermediaries were based on the Central Coast to support local businesses,” says Abdilla.

Source: http://www.centralcoastaustralia.com.au/news/reliance-health-wins-business-of-the-year-2016/?current-news

hiring

One of the most important ongoing tasks you’ll have as a business leader is hiring. It’s not easy, though; it’s a time-consuming process with monetary and reputational consequences if you make a bad hire.

Taking the time to find the right person — someone who is not just technically capable but also a good fit for the company — is important. Companies that are successful in hiring have a process that includes attracting high-quality candidates, evaluating them in several different areas, and taking the time to get to know the people in different ways. Here are nine tips to build and improve your own hiring process.

1. Write better job descriptions.

If you’re not careful, the way your job posting is written can deter great candidates from applying. Many companies write detailed descriptions with long lists of responsibilities and requirements, but a study by researchers in the United States and Canada found that this can actually alienate qualified employees, the Wall Street Journal reported.

In the study, researchers rewrote 56 job ads to emphasize two different approaches: the “Needs-Supplies” approach, which focuses on what the company can do for the candidate, and the “Demands-Abilities” approach, which focuses on what the company expects from the candidate. Of the 991 responses, applicants who responded to “Needs-Supplies” job listings were rated higher than those who responded to the “Demands-Abilities” ads. The more successful postings included statements such as “We seek to provide employees with constructive feedback to foster their career growth,” and “You will have many opportunities to collaborate with talented people.” The takeaway? Put more of the focus on what your company can do for potential employees, and you’ll attract candidates who better fit your needs.

2. Embrace digital trends and social media.

Most people want to work for companies that keep up with the latest tech trends. A survey by MIT and Deloitte found that the vast majority of respondents, ages 22 to 60, want to work for digitally enabled organizations, which means businesses will have to stay ahead of the curve in order to retain employees and attract new ones.

Another good way to embrace the digital side is to make sure your career site is mobile-friendly. According to a 2015 Pew Research survey, nearly 30 percent of American adults have used their smartphone in some way for their job search, including browsing job listings (94 percent of smartphone job seekers), filling out online job applications (50 percent) and creating a resume or cover letter (23 percent).

3. Focus on soft skills.

Although the right skill set may seem like the most important factor in whether a candidate is a good fit for a particular role, the truth is that skills can be acquired, but personalities cannot.

“Social intelligence — being able to navigate social situations and work well with others — is very important,” said Maynard Brusman, a San Francisco-based psychologist and founding principal of consulting firm Working Resources.

“Don’t become pigeonholed into thinking the person with the exact necessary experience is the right person for the role,” added Tom Gimbel, CEO and founder of staffing and recruiting firm LaSalle Network. “Consider soft skills — like interpersonal skills, communication skills, thought processes and emotional intelligence — because they matter.”

4. Check social media profiles.

Like most employers, you’ll probably do a background check (or at least a quick Google search on the candidate’s name) to see what comes up about that person online. But if you’re not looking through the candidate’s social media profiles, you could be missing a key way to find out more about the individual as a person and an employee — for better or for worse.

While it’s legally risky to allow a candidate’s social media activity to factor into your hiring decisions, it can give you a better picture of someone you’re interested in hiring. In another Business News Daily article, Aliah Wright, a manager with the Society For Human Resource Management, said that social media can be used as a skills assessment, especially if a candidate has professional blog posts or portfolio work.[See Related Story: The Pros and Cons of Social Media Background Checks]

5. Fit the personality to the job.

A candidate’s personality is another important factor to consider. For example, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a computer programmer.

“What kind of person you hire depends on [the] culture of organization and the kind of job,” Brusman said. “A great person with all kinds of skills may be [a] good fit for one and [a] poor fit for another, simply based on their personality type.”

6. Improve your interviews.

A study by Leadership IQ found that failures exhibited by new employees may result from flawed interview processes. Eighty-two percent of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time or lacked confidence in their interviewing abilities to pay attention to red flags candidates exhibited during the interview process.

According to Leadership IQ CEO Mark Murphy, this is because the job interview process generally focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success — like coachability, emotional intelligence, temperament and motivation — are often overlooked.

7. Ask the right kinds of questions.

You can’t come right out and ask someone if they’re a jerk, but you can ask questions that will help you figure it out on your own.

“If you ask someone why they left their last job and they blame someone else, it’s important to follow up with another question,” said Paul Harvey, a professor of management at the University of New Hampshire. “If they continue to blame external forces for their problems, you may want to look for another employee.”

So what are some other great questions to ask? John Schwarz, CEO and founder of workforce analytics company Visier, said answers to questions such as, “Who are you going to be 10 years from today?” and “What makes you get up in the morning and do what you do?” can tell you a lot about a candidate’s drive and ambition.

8. Let candidates interview you, too.

Allowing prospective employees to interview you will give you a chance to see what’s important to them, Brusman said. Plus, it will give candidates a chance to determine that they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them.

“Be open and honest about what it’s going to be like to work for your company,” Brusman said. “You want to give a realistic preview of the work environment.”

9. Keep an eye on your reviews.

Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips and reviews from current and former employees from sites such as Glassdoor. According to Glassdoor, 46 percent of its members read company reviews before they even speak to a recruiter or hiring manager. Top candidates may not even apply in the first place if they don’t like what they see: 69 percent of job seekers said they would not take a job with a company that had a bad reputation, even if they were currently unemployed.

On the flip side, 94 percent of respondents said they’re likely to apply for a job if the employer actively manages the employer brand by responding to reviews, updating the company’s profile, and sharing updates on the company’s culture and work environment.

Based on Glassdoor’s data, two actions that draw in candidates include being active on review websites and posting accurate information. And if you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. Doing so can help improve employee retention and lead to more positive reviews that will attract quality employees.

Source: Marci Martin
http://www.businessnewsdaily.com/7155-startup-hiring-tips.html

friday7

Yes!  I know what you are thinking (even those of us who love our job do it)…”IT’S FRIDAY”!   At Jobs On The Coast, we have our Weekly Update ready for you to read before the weekend hits!  Whether you are looking forward to a birthday party, a mountain climb, a movie marathon or a night out on the town (or all of the above!) over the weekend, CLICK HERE to get updated with Jobs On The Coast…Friday is here and the time is now!

performance review 4

Performance review… this presents an opportunity for employees to demonstrate their accomplishments and distinguish themselves and their value to the organization. In this challenging economy it is important to use this critical tool to its best advantage as it has significant impact on pay, professional development and, possibly, job security. Here are ten tips to make the process work for you and make it easier for your boss to write you a terrific review.

1. Know Your Role If you are uncertain about any aspect of your job, seek clarification. A great place to start is a detailed list of job duties or, if it is available, an official job description, from your manager or human resources department. If no description exists, use the Salary Wizard® to search for one or two jobs that are close matches to your job. You, along with your manager, can develop an appropriate description from there.

2. Be “Engaged” in the Process Many workers are missing important opportunities to maximize their earning potential by not devoting more effort to their performance review or ensuring that they get a clear explanation of their goals and objectives. Be an active participant in establishing your goals from the start. Focus on key objectives and define a plan that makes sense for you and your employer.

3. Set Goals that are Reasonable and Relevant When establishing goals, make sure they are meaningful. There should be value in doing a particular activity. Each goal must be relevant to the work you do each day and should be mutually agreed upon by you and your manager.

4. View goals as a project plan Make your goals your mission for the year. Keep goals current, track progress and contributions, and update goals as appropriate to reflect any changes in your role or responsibilities. Remember that although goals are set to achieve certain work-based objectives, they can also yield personal rewards in the form of professional and developmental growth and greater earnings potential.

5. Document your accomplishments No one pays closer attention to your work than you do. The annual performance review, and the promotion or salary increase that often goes with it, can be enhanced significantly if you highlight your accomplishments clearly and make a case for yourself. Document your accomplishments along the way and let your boss know when you have reached established milestones. If you reach a stumbling block along the way, seek advice on how to best resolve the issue.

6. Show an interest in additional training If you don’t have access to the tools or training necessary to achieve a particular objective, be sure to ask. Your employer will see that you want to improve the quality of your work and are interested in professional growth. Additional training will make you more valuable to the organization and set you up for the next step in your career.

7. Check-in Have an open dialogue with your boss throughout the year so you have a better sense of where you stand and how your progress is being perceived. Don’t leave all of this discussion for the annual review. Try to conduct brief, informal discussions throughout the performance review period. Taking time to check shows your boss that you are interested in performing well and are working hard toward achieving goals.

8. Share positive feedback Feedback from colleagues and/or customers is also valuable when you are preparing for a review. If someone sends you a thank you via e-mail or on paper, keep it on file. If someone says something complimentary, ask him or her to put it in writing.

9. Demonstrate a Positive Attitude Performance is about results, but some great performers can have bad attitudes. Employers look for employees that produce quality work and are flexible and easy to work with. Think seriously about what your general behavior conveys to those around you. Try to be “likeable” in a business sense by being pleasant, respectful and courteous to colleagues.

10. Utilize Performance Review Feedback When you get constructive feedback during a performance review, listen to it carefully and objectively. If part of the feedback is difficult to hear, try not to appear defensive. Instead, take time to consider what was said and try to make improvements in your work habits to avoid similar comments in the future. Companies value employees who can accept professional guidance.

Source: Maura Pallera, Salary.com contributing writer. http://www.salary.com/10-tips-to-get-more-from-your-performance-review/

Booths

The Local Employer Council (LEC) is a newly formed initiative focused solely on encouraging Central Coast businesses working together to boost the ongoing development of the Central Coast labour force.

Local employers from a range of industry sectors are involved and are collaborating to help increase employment opportunities on the Central Coast. Booth’s Motor Group is one such business working with the LEC to generate youth employment by employing more apprentices and trainees throughout the business. Booth’s employs a total of 11 automotive technician apprentices, one parts interpreter apprentice, two trainee sales cadets and two school based trainee technicians.

Hyundai Dealer principal and LEC member, Mr David Booth, said the LEC has created a leaflet to assist businesses in the task of employing more young people. The leafl et is titled “4 Steps to Employing an Apprentice or Trainee,” and contains the basic steps to help businesses that are unsure of the most effective methods to securing an apprentice or trainee, find the right candidate. “If every Central Coast business was to employ one trainee or apprentice, the youth unemployment level would plummet,” Mr Booth said. “With the collective thoughts and actions of the members of the Local Employer Council, we aim to be able to increase employment opportunities for youth on the Coast,” Mr Booth said.

Media release, Aug 5, 2016 Jessica Brett, ET Australia

Source: http://coastcommunitynews.com.au/2016/08/local-employer-council-formed/

full moon1

The full moon last night was spectacular and with it, brings new beginnings.

Confucius say…“If you shoot for the stars and hit the moon, it’s OK. But you’ve got to shoot for something. A lot of people don’t even shoot.”  So CLICK HERE to view our Weekly Update from Jobs On The Coast and move towards YOUR next phase…whether you’re looking for a new job, need some ideas on reducing stress in the workplace or are searching for your ideal employee, we can light the way.

employee exc 2

It’s always pleasant (if rare) to find a management tactic that works well and is also easy and even fun. Over the course of my career – both as an employee and a manager – the best way I found to reduce stress and improve productivity was simple: to exercise at midday.

Everyone has his or her own biorhythms, but I found and observed energy and concentration often flagging toward midday. And also noted considerably renewed energy and productivity following a lunchtime workout.

These aren’t simply my own idiosyncratic observations. Numerous studies link exercise to mood elevation and productivity enhancement, as well as more collaborative and tolerant behavior. The benefits of exercise are copiously well documented; the trick is effectively integrating a regular exercise program into a conservative or restrictive work environment.

What form of exercise works best? My answer’s simple: Whatever you like and can easily do in or near the workplace. For me it was usually a 3-mile run. All I needed was a change of clothes and a shower. Many I managed liked weightlifting, walking, aerobics classes, yoga, Spinning and so on. (Personal aside: The only form of exercise that was clearly not for me was Spinning. First, it looks wicked hard. Second, I exercised at least partly to take a break from people barking at me, so the last thing I wanted while taking a break from people barking at me was other people barking at me.)

Here are six common reasons why people can’t or don’t exercise at work, and ways to easily overcome them.

  1. I don’t have time. Sure you do. It may take you 15 minutes longer than a normal lunch hour (maybe even 30 if you have to go a little farther to get to a facility), so work 15 (or 30) minutes later. Chances are in those extra 15 minutes you’ll be more energized and productive than if you hadn’t exercised in the first place.
  2. My boss won’t let me. Tell him or her… data shows exercise enhances productivity, reduces stress, and improves collaboration. Ask for a chance to demonstrate the results, and be sure to over-deliver when providing them.
  3. We don’t have a Fitness Center. It’s great if your company has one, but no knockout if you don’t. Sometimes all you need is a shower. Or you can go to a nearby gym or club. Often your company can get a corporate discount, a trade that helps both teams.
  4. I won’t have time to eat lunch. Nonsense. Eat lunch at your desk while working following your workout. I did it productively for decades. I ate a cheese sandwich or a peanut butter sandwich (fortunately I have a limitless capacity for monk-like culinary boredom), plus an apple or an orange. The main criterion for my lunch was that it could be prepared literally within one minute – no kidding – at about 9 p.m. the night before.
  5. My hair will be a mess. Don’t be too hard enough on yourself. I’m sure your hair actually looks a lot better than you think it does. Note to employees: Of course you’ll use common sense here – no triathlon workouts right before Board presentations. Note to managers: Offer (as appropriate to your environment) flexibility of casual dress and appearance. Your employees will appreciate you for it and likely reward you with loyalty and diligence.
  6. My CEO doesn’t believe in exercise in the workplace… I’m as old school and dinosaurish as they come and I’ve been exercising at work since the 1970s. Note to CEOs: You’ll gain in employee engagement. You’ll gain in recruiting. You may gain in reduced absenteeism and health care costs (though that’s usually harder to document). Plus, dedicated exercisers/athletes tend to be highly disciplined individuals and fine employees. It’ll make your company a cooler happier place.
  7. One final thought: The ability to exercise at work is a benefit and privilege, so you can’t abuse it – all expected work still has to get done. Otherwise, any straight-thinking manager will – and should – pull the plug quickly. But it shouldn’t come to that. Well-managed exercise programs improve the quality of worklife for employees and management alike. And that’s the bottom line. I’d write more, but I’ve got to go for a run.

Source Victor Lipman

http://www.forbes.com/sites/victorlipman/2012/06/05/one-easy-way-to-reduce-workplace-stress-and-enhance-producitivity/#d10f516194bc

ccslsc

SURF Life Saving Central Coast was the top achiever at the 2016 NSW Surf Life Saving Awards of Excellence, taking home the prestigious branch of the year title.

Branch president Stuart Harvey said he was “stoked” with the award, which was presented at a gala evening in Sydney on Saturday.

“We don’t do it for the awards, but it was good to be recognised for the efforts we are putting in,” Mr Harvey said.

“Our members do an amazing job and it’s such a privilege to win branch of the year.”

It was one of four awards for the Central Coast, including Community Education Program of the Year, Facilitator of the Year and Young Athlete of the Year.

Mr Harvey was particularly proud of the branch’s community education work.

“Our community education is one of our major goals and we’ve worked to deliver that to the community,” he said.

“There are 62 primary schools on the Central Coast and we’re delivering surf education into 58 of those schools which is an amazing effort.”

Facilitator of the Year Ramzy Fawsy, of the Wamberal club, described education as his life.

“The reward you receive from seeing members pass a course is the biggest award for me, receiving the 2016 Facilitator­ of the Year is a bonus,” he said.

Umina’s Jemma Smith capped off her stellar season with the Young Athlete of the Year award.

Smith, who was named female­ competitor of the carnival at the Australian titles, will captain the Australian Youth team at the World Lifesaving Championships in The Netherlands next month and was just named in the upcoming Nutri-Grain Ironwoman series.

Meanwhile, Surf Life Saving Central Coast’s annual charity golf day is on August 26 at Shelly Beach Golf Club. To register, call the branch on 4353 0299.

Source Emma Herd, Central Coast Gosford Express Advocate

http://www.dailytelegraph.com.au/newslocal/central-coast/surf-life-saving-central-coast-named-nsw-branch-of-the-year/news-story/2c071eb222098e80b3a48c211e614456

nicole beck

Yaaa!  It’s the Olympics and aren’t we doing oarsomely?

At Jobs On The Coast we are running as fast as we can to slam dunk as many jobs, opportunities and information onto our online jobs notice board and pass it on to you.  Click here to see our Weekly Update!  We want to help you land your next employment hurdle with a perfect score for your new job or employee.  So take the leap, dive in (without a splash), go for gold and feel like a weight has been lifted from  your shoulders…it’s all smooth sailing from here!!  Cheering!

 

 

1a

FROM speakers to sneakers, the Central Coast’s political world was anything but dull this week.

Shoppers at Lakeside Shopping Centre at The Entrance did a double-take on Thursday when Shadow Treasurer Chris Bowen popped in accompanied by the new Dobell federal Labor MP Emma McBride on one of her first official gigs as the local MP.

The pair met with representatives of local chambers of commerce and small business owners including Ron Stevens, president of Wyong Regional Chamber and John Millard, the president of The Entrance chamber.

They had also visited Tuggerah where they met with Daniel Farmer, regional manager of the Central Coast NSW Business Chamber.

“Small business is central to the success of our region and I am pleased that the shadow Treasurer has identified the Central Coast as a priority,” Ms McBride said.

“There is so much opportunity in our region and Chris and I were excited to hear first-hand from business owners and chamber representatives.”

Ms McBride and Mr Bowen’s visit to Lakeside on Thursday afternoon coincided with a Central Coast Council pop-up stall manned by council administrator Ian Reynolds.

While the aim was to put a face to the name, it wasn’t long before he was swamped by individuals and groups vying for his attention.

The same attention that may have been lapped up by former Wyong Mayor Doug Eaton when he popped out of bushes at the official opening of the Magenta shared cycle-pathway last week, wearing his red vest, and cheering on the first cyclists to use the pathway.

Meanwhile, Terrigal state Liberal MP Adam Crouch said he was thrilled with his latest appointment as temporary speaker of the House of Legislative Assembly.

Appointed to the position by the first female speaker in the history of the NSW Parliament, Shelley Hancock, Mr Crouch was one of several temporary speakers appointed.

“This appointment has come as a surprise and an honour to be appointed by the Speaker of the House,” Mr Crouch said.

“I hope that I can fulfil my role with the utmost respect and decorum as befits the position and follows in the steps of many since the first appointment of Sir Daniel Cooper in 1856.”

The formal declaration of the poll for the 2016 election of NSW senators was held today in the Sydney office of the Australian Electoral Commission today where Central Coast-based Labor senator Deb O’Neill was among 12 senators sworn in.

This will be the former federal Labor MP for Robertson’s second term as senator.

Source Denice Barnes, Central Coast Gosford Express Advocate
http://www.dailytelegraph.com.au/newslocal/central-coast/central-coast-political-week-in-review/news-story/15faf9dcf7ab5942600b4f6c601d23d3

business man doing yoga

Employees want to balance work with the rest of the activities they wish to pursue in life. Work balance is especially important to your millennial employees who are used to cramming their days with diverse activities and hours of electronic communication.

Employers are not responsible for providing work balance for their employees, but they can assist the employees to seek and maintain their own work balance. Optimistically, the decisions, policies, values, and expectations in your workplace support employees in their work-life balance choices.

In the best case scenario, these employer choices help you to recruit and retain the superior employees you seek. Here are ten factors that you control that encourage or discourage employee work-life balance.

  • Offer a flexible work schedule. A flexible schedule does not mean that employees can come and go at will, which is a possibility that concerns employers. A flexible schedule policy spells out what the employer means by flexible hours.  In many workplaces, flexible starting and ending times are easy to implement. More sophisticated flexible schedules such as a four-day work week or telecommuting require more planning, but flexible work schedules are a cornerstone for work balance.  My favorite example involves a New York City online publishing company that allows employees to telecommute two days a week. With employees living in Brooklyn, New Jersey, and all over the other boroughs, this company policy saves employees hundreds of hours of commuting time and expense. It also enables them to have additional time for all of life’s needs.
  • Offer paid time off (PTO) in lieu of traditional paid sick leave, paid personal days, and paid vacation. A paid time off (PTO) approach treats employees like adults who are capable of making decisions about how, when, and why to use the paid time off supplied by the employer.  In a PTO system, neither employers nor employees need to worry about accounting for how the time off was spent. This eliminates confusion and the need for additional policies such as defining what constitutes a sick day. Yes, I realize that there are downsides to PTO, but not in terms of work balance.
  • Allow only limited carry over of paid time off (PTO) into anther calendar year. If the goal of paid time off is to encourage employees to do just that – take time off – paying employees for the time is counterproductive. Even if employees want to donate the value of their paid time off to a charity or a coworker who has used his or her time up for valid reasons, these actions do not encourage the work balance and rejuvenation employees need.
  • Managers and senior managers need to model the work balance they’d like to encourage for their employees. When a manager uses PTO to take a vacation yet responds to email as if she is in the office, this sends a powerful message to employees about whether they need to do email while on vacation. The actions of senior leaders are heard and observed by employees. When a senior manager calls in for unimportant meetings while out-of-the-office, employees get the message. It affects their personal choices for work and life balance.​  With employees electronically connected to the workplace 24 hours a day, 7 days a week, in the office or out, work and life balance is a challenge. Set up the expectation, in your workplace, that when an employee leaves for vacation, it is okay to send an email that says he is on vacation with limited access to email. Honor the employee’s PTO by not contacting him unless it is truly an emergency.​
  • Allow employees to take unpaid leave as needed for life cycle needs. Employees have serious, life-changing events, emergency family needs, and desires to explore life and career opportunities. While the 12 weeks required by the Family and Medical Leave Act (FMLA) and employer leave policies that existed prior to FMLA, cover many events, they’re not always sufficient. I have known employers to allow employees to take an unpaid leave of absence for activities and events such as:

–the premature birth of a baby who is hospitalized for an extended time period,
–nursing a parent with a serious illness in another state,
–settling a relative’s estate in another state,
–extending maternity leave for an additional 4-8 weeks,
–exploring moving to a new location with a spouse without burning the bridge to current employment,
–attending grad school full time to complete classes that were only available during the day, and
–attending online grad school in another state for the four required two-week onsite sessions a year.​

  • Sponsor employee and family events and activities monthly to encourage team building, friendships among employees, and inclusion of families in work events. At the same time, schedule some of the events for adults only. Provide babysitting at the event or elsewhere, if it will encourage employee attendance.  Bowling, picnics, outdoor movies and bonfires, game centers, ice skating, sports events like a baseball or football game, a hay ride, and interaction with a company favorite charity’s event are all appropriate for families. (On a side note, the relationships that employees build encourage them to stay with your company and in your region.)​
  • Expect employees to work hard, work long hours, and weekends, but not all of the time. It’s okay to expect employees to work long, hard hours during the push for a timely product release, for example, or at a trade show. But, employees can’t sustain an extraordinary level of energy and long overtime hours as a constant work expectation. Employees will check out, burn out, and / or leave if long hours and extraordinary effort are the norm. Don’t confuse commitment, engagement, and dedication with 60-70 hour weeks.​
  • Allow some cross-over of life needs into the workplace and vice versa. Shopping online at a sale while at work is often mitigated by the employee responding to emails at 10 p.m. You don’t want to encourage your employees to talk with their children while at work. Nor do you want to encourage employees to use online time during the work day for personal reasons.  But you need to recognize that for many, especially professional employees, the line between work time and life time is no longer distinct. Would you prefer that the employee take a half day off to do his holiday shopping or spend twenty minutes making a quick purchase online? Or, do you want a mom has to leave early most days to make sure her children got home from school?  Do you really want to monitor whether an employee is posting a joke on Facebook or avidly recruiting potential staff for your open position? You can trust adult employees to make good choices. Deal with the individuals who don’t – individually.​
  • Offer the opportunity for employees to job share or work part-time. Employers tend to believe that every job is a full-time job, but not all jobs need a full time employee. Consider the talent that would be available to your organization if you hired employees for part time hours.  With the appropriate two people, job sharing can also work effectively for employees who you want to retain while they start families or home school, for example.

Creative employers and employees will think of more ways that employers can support employees in their quest for work-life balance. Start with these ten ideas to take a giant stride to support your employees in their efforts to fully participate in all aspects of work and life.

Source: http://humanresources.about.com/od/work-life-balance/a/work-balance.htm

today

Today is the day Central Coast!  If you haven’t found that perfect job or employee YET…click here to read our Weekly Update from Jobs On The Coast.

You can view our latest jobs, news and opportunities PLUS you can share them with friends!  As Mark Twain once said “The two most important days of your life are the day you are born and the day you find out why”.  That day could be TODAY – so don’t delay – the only thing that separates your dreams and your reality are the ACTIONS you take!

bullet train

A HIGH SPEED Rail Forum held by Regional Development Australia Central Coast last month saw nearly fifty Central Coast community and business leaders learn of the opportunities and benefits that a High Speed Train would bring to the Central Coast.

Keynote speaker was Shohei Yoshida, General Manager of the Sydney Office of the Central Japan Railway Co (JRC) owner, operator and innovator of the Tokaido Shinkansen bullet train system linking Japan’s principal metropolitan areas of Tokyo, Nagoya, and Osaka since 1964. Also speaking was CCBR Editor Edgar Adams who focused on the economic opportunities a high speed rail service between Sydney and Newcastle would bring to the region and the importance of working with the Hunter region group advocating for High Speed Rail. In support of this project Lederer Group’s Steve McGillivray informed the group on changes to the Gosford CBD and how that could influence a HSR service through Gosford. Mr Yoshida highlighted JRC’s fifty year history with a perfect safety record and no accidents resulting in fatalities while maintaining absolute punctuality.

Source: http://www.ccbusinessreview.com.au/articles/1373

respect workers

Most of us have said it at one time or another “Why don’t they respect me?” “Why won’t they take on board what I’m saying?” “What can I do to make them LISTEN to me and treat me how I deserve to be treated?”  The simple fact is – RESPECT EARNS RESPECT.  No matter what their position in the organisation, people are people and there are some very simple tools that YOU can use to make your life as an employee easier and more rewarding.  As a bonus –  your employer, or co-worker will show you what you want, what you really, really want… and that is… to be treated with R-E-S-P-E-C-T!  Happy days! Lisa Quast has some great points below on how to make this happen for you.  It really isn’t a lot to take on… sometimes simplicity is the answer!

Someone I was coaching recently wrote in their development plan that one of their goals was to “earn the respect of more people at work.” I thought that was an interesting goal and asked her to tell me more about her comment. She said, “I just don’t feel like people respect me so I want to earn more respect.” When I asked her specifically what behaviors she thought she needed to exhibit in order to earn respect, there was a long pause and she gave me a blank stare.

You’d be surprised how many times I go through this same “respect” discussion. So here’s the deal…respect is something you have to earn – it’s not something handed out free on a silver platter. If you want to earn respect then you need to ask yourself this question, “How can I change my behavior to earn more respect from others?”

Here are some of my personal suggestions for earning respect:

Use active listening skills – really listen and hear what people are saying.
Treat others with dignity and courtesy at all times.
Keep all your commitments – and never make a commitment you can’t keep.
Be patient with people; realize that most people want to do what’s right.
Treat others as they would like to be treated; in other words, learn to flex your social style so you can work better with others.
Don’t state your opinions unless you can back them up with data. And be sure you fully understand the situation before you comment on it.
Be sincere.
Be generous.
Be humble.
Be confident, but exhibit confidence without arrogance.

Sometimes I think we speed through life so quickly that we don’t take enough time to really hear other people. To do so takes the ability to be patient, generous with your time, and sincerely care about others. These are all behaviors that will lead to earning more respect from co-workers.

Source: Lisa Quast

http://www.forbes.com/sites/lisaquast/2012/02/27/r-e-s-p-e-c-t-how-to-earn-respect-at-work/#7ad06917724b

1

IT’S his glass half-full attitude — and the support of his loving wife Tracy — that got him through the dark days when a haemorrhagic stroke left him hemiplegic in 2007.

Paul Elmer was only 39, but after intense rehabilitation has regained some use of his left arm and leg, become a father, found a job, and is now asking for your help to put his name up in lights.

The Emu Plains documentarian has entered the story of his personal struggle to hold onto freedom after he was left paralysed down his left side into this year’s Focus on Ability Film Festival — and he needs you to jump online to help him win the Most Online Votes competition.
“I’d like to think that I’m an inspiration to many who may find themselves in a similar situation, I managed to overcome a lot of difficulties, so perhaps this documentary will spur them on,’’ Mr Elmer said of his two-minute film, Passion for Life.

“I felt devastated (after the stroke), especially having been an active person, riding motorbikes and being very handy.

“I lost peripheral vision on my left side as well, that’s something that can’t be rehabilitated, and my driver’s license was taken away.

“I can’t swim properly anymore, run, and holding a camera with one hand can be challenging, but I improvise. I don’t give up.”

Last year, 163 films were entered in the annual short film festival, run by non-profit organisation Focus on Ability, and the winners shared in more than $100,000 in prizes.

Ten of those films were screened on Australia’s free to air television station SBS — and the festival held screenings in New York and Auckland.

This year’s prize pool is $140,000.

Also entered in the competition is Wheel of Fortune, co-written by and starring Jonathan Franklin, of Claremont Meadows.

“As a wheelchair user, Jonathan wanted to point out the inappropriate and sometimes condescending treatment that people with disabilities are often exposed to,” said co-author Louise Lenihan.

“Our aim was to cause people to stop and think about how their actions, no matter how well-intentioned, may actually affect other people.”
About Focus on Ability Film Festival

For the eighth consecutive year NOVA Employment is running the Focus on Ability Short Film Festival, which aims to raise awareness of the abilities of people with a disability.

Source: Isabell Petrinic, Penrith Press

http://www.dailytelegraph.com.au/newslocal/penrith-press/filmmaker-shines-positive-light-on-struggles/news-story/aff23377d4653adb3696f566b6cd7812

ride the wave

At Jobs On The Coast we are amped because the opportunities out there are cranking!  Don’t get caught inside the idea that the right job or employer is not out there – they are!  Layback and click here to see your Weekly Update from Jobs On The Coast.  Ride the wave with us and you will be on your way to creating an epic future.

 

woy woy station

Between them brothers Peter and Albert Scott have clocked up close to a century of working for the State’s rail system and this year they both retire.

They were working on the NSW railways when steam trains were still puffing along the tracks and weekly train tickets were stamped with an “M” for male and an “F” for female.

Peter hung up his ticket seller’s cap last Friday after almost 44 years with NSW railways – ironically just 10 days before paper tickets are phased out forever in favour of Opal cards.

His brother Albert is due to pull the plug on his 52-year railway career in September­. At one stage they were two of four brothers all employed by on the State’s railways with Robert (now deceased) and Darrell each clocking up around seven years of service before moving on to other careers.

Peter signed up in 1972 as a trainee engineman but moved on to customer service roles at various stations. He has been the friendly face behind the ticket window at Woy Woy station for 35 years.

“I had mixed feelings when I finished up just ahead of the end of paper tickets,” he said this week.

“It is the end of an era and I know many of my customers will miss having someone behind that ticket window but I’ve had a wonderful career­.”

Peter has had his share of cranky customers and was even held up at gunpoint at Asquith station almost 40 years ago, but said he had made some “fantastic friendships” with colleagues and customers over the years.

“That robbery still makes my hair stand on end when I think of it,” he said.

“I was forced under the ticket counter with a gun pointed at me and really thought I was going to die.

“But there are just as many fond and funny memories­.

“I recall that in the days when weekly tickets used to be stamped with an ‘M’ for male and an ‘F’ for female, I had one foreign couple who used to travel, he with the ‘F’ ticket and she with the ‘M’ ticket.

“I told them they should change tickets with each other – but they told me they thought the ‘M’ was for mumma and the ‘F’ for father. It was very funny at the time.”

Albert joined the railways in 1964 at the age of 14 as a trainee engineman, eventually becoming a driver. He has worked on steam, diesel and electric trains over the years, with his favourite being the 81 class diesels.

“It’s been a fantastic career,” he said. “I remember us boiling our billy and cooking our snags and steak on a shovel in the firebox.”

Albert’s retirement plans include a lot of fishing and spending time with family while Peter wants to travel overseas with his wife Karen.

The family’s association with the railways continues with Albert’s son Trent a guard with Sydney Trains.

Source Terry Collins – Central Coast Gosford Express Advocate

http://www.dailytelegraph.com.au/newslocal/central-coast/scott-brothers-retire-after-almost-a-century-of-railway-service/news-story/847c7e23a32d1d2423f1a19083a9da4d

bayden

IT WAS chilly and blustery but nothing was going to stop Brayden Sutton from hitting the sand at the Central Coast’s newest beach at Long Jetty on ­Wednesday.

Brayden, 20 months, of Long Jetty, was making sand castles with his mum Melissa as Central Coast Council unveiled the new look.

“He’s absolutely loving it,’’ Mrs Sutton said.

Work started in April to restore the Long Jetty foreshore near the long jetty to its former glory as a popular swimming and boating paradise with a new sandy area for the community to enjoy.

The council has just finished the stormwater consolidation and foreshore works with $360,500 from the Federal Government’s National Landcare Program.

Administrator Ian Reynolds gave the thumbs up to the project.

“Council has a responsibility to not only provide key services to the community but to provide places (where) the community can get together and enjoy their local environment,” Mr Reynolds said.

“The project not only provides benefits to our lakes through foreshore improvements and stormwater works, but some unique recreational opportunities as well.

“Wooden lounge chairs and picnic benches were installed to complement the foreshore next to the iconic long jetty and are already proving popular with the ­locals and visitors alike.

“It’s great to see so many people taking advantage of these community facilities.”

Council waterways and asset management ­manager Peter Ham said the project involved important works.

“The physical works on site included re-profiling a 60m section of foreshore, sand nourishment and construction of a sandstone rock wall which will result in a more natural shoreline and provide protection from future erosion,” Mr Ham said.

“Our staff have also ­captured the development of the foreshore area with a ­time-lapse camera.

“So if you have ever wondered what it takes to actually create a new space such as this one, visit our Facebook page or YouTube channel and check it out.”

Meanwhile, the long jetty is expected to reopen today, Friday, July 29, after being closed for maintenance­.

TIMELY CHANGE

It is 81 years since the then Erina Shire Council, which later became Gosford and Wyong councils, ordered 1000 cubic yards of sand to be moved from Toowoon Bay Beach to the Long Jetty foreshore to create what became a popular swimming and boating paradise for many years.

Source: Therese Murray, Central Coast Gosford Express Advocate

http://www.dailytelegraph.com.au/newslocal/central-coast/long-jettys-revamped-swimming-and-boating-precinct-proves-a-hit-with-young-and-old/news-story/7762bf68f22a04bff24e4200c2fa129a

bowing for respect

RESPECT… Earning employee respect isn’t always easy, but when employers find ways to build respect at work, positive benefits ensue. How do you build employee respect at work? According to Bruce J. Avolio, Ph.D., executive director at the Center for Leadership and Strategic Thinking in the University of Washington’s Foster School of Business, five tips for employers/managers to earn the respect of employees include:

  1. Be authentic:  Be an authentic reflection of your organization’s espoused values and principles while promoting transparency and justice.
  2. Promote ‘ownership’:  Make all employees feel like ‘owners’ versus ‘renters’, that their voice matters, and that people in positions of power listen to learn and engage with their employees.
  3. Develop potential: Help each individual feel like they are reaching their full potential and achieving their performance goals by investing in development.
  4. Create an energized culture: Create a positive climate where your followers’ energy is directed towards winning against competitors versus defending against internal detractors from what you’re trying to accomplish.
  5. Sacrifice when necessary: Be willing to sacrifice for the greater good of the organization when such sacrifices contribute to everyone’s success.

Bill Mixon, president of Universal Hospital Services, Inc., believes the key to earning employee respect is to empower employees and model the leadership behavior you desire by treating employees with dignity and respect. “If employees respect a person’s leadership, they are more prone to put those same leadership qualities into practice. Empowering employees to make decisions also builds trust. When you show employees you trust their knowledge and skills, you allow them to make smart decisions that benefit the company.”

Developing employee potential is also important. Notes Mixon, “When employees feel valued and appreciated, they take stronger ownership of their work and seek new opportunities to grow in their roles. This not only benefits the employee, but also the company and its customers.”

Howard Behar, retired president of Starbucks Coffee Company, used this same tactic of showing employees they are appreciated to help establish the Starbucks culture, which stresses the importance of people over profits. For example, Starbucks made sure there were no special perks for executives. “All employees are called ‘partners’ and there is no separation in any way of partners and the management team. Outside of pay and stock, every partner gets the same, even the same health insurance. We did this because it was the right thing to do, not because we thought it would help us build respect,” Behar explained.

In addition, the Starbucks management team held ‘open forum’ meetings where any partner could ask anything and they would address it. “It was open dialogue, and I mean really open dialogue during these meetings. If they wanted to debate what I was paid as the president of the company then they could,” said Behar. “No topic was off-limits.”

The management team also included a feedback card in every partner’s paycheck asking for comments on anything that seemed in contradiction to the company’s values and morals – with Behar reading every feedback card submitted. If an executive didn’t live up to the values and morals of the company, the organization would eject that individual. Behar added, “You could get fired a lot faster for not living the values than not achieving the financial numbers.”

Bottom Line: Are you a manager/employer looking to earn the respect of your employees? Then focus on relationships and trust. The foundation for earning respect is establishing good relationships with employees by building trust within the organization. Explains Behar, “If people are feeling trust, they will be more productive, are more willing to take risks, be creative, and solve difficult problems. It doesn’t mean issues won’t arise, but it means you can withstand just about anything because you can talk things through.”

Source:  Lisa Quast http://www.forbes.com/sites/lisaquast/2012/09/17/5-tips-for-employers-to-earn-respect-from-employees/#110b5df15e33

homer

The sun has been shining and the warmth in the air brings a spring to your step.  Let the good times keep rolling and let us help you achieve your employment goals by clicking here and checking out our Weekly Update here at Jobs On The Coast.

If there is one thing Homer Simpson got right it was saying  “All my life I’ve had one dream, to achieve my many goals.”…  so set them and go get them!

job interview

So you’ve aced your resume YAY!   Now…the interview.  Instead of feeling doubtful – get prepared!  From what the employer has read about you, they have liked – they have already got an inside scoop from you!  Now it’s your turn to get some information from them – make the interview a two way communication pathway and you will be amazed at the outcomes.  You will feel empowered and they will be impressed that you had the confidence to dig deeper than most people do.  Read on for some tips on which questions you should ask at your next job interview.  

There are standard questions to ask during a job interview, and then you’ve got the ones you really should avoid.

It’s obviously important to ask your potential future employer the basics, but don’t bore them with the same old lines without throwing in a few things they actually really want to be asked.

Here are some ideas for shaking up the interview and keeping both you and your interviewer on your toes. These will help you stand out and get remembered the next time you’re job searching.

1. What’s the one quality you hope for your employees to have?

This simple question begs a concise, definitive answer from your interviewer. It also is a great way to really get a feel for what the company you’re interviewing with is looking for — and to see if it’s the right fit for you.

For instance, if you’re a people person and love working with a team, and the “one thing” your interviewer is looking for is someone who is self-directed and can work well alone, then that may already mean the position isn’t what you’re looking for.

2. How does the company define and measure success?

Future employers like it when you know your professional goals and are impressed when you can be assertive about personal and team success within the company.

By asking for more information about how the company measures success and recognizes accomplishments, you’re subtly saying that you already plan on being a model of success in your role.

3. What is the company culture like?

Company culture is crucial. It can make or break a job for many people, so getting a feel for what the people are like at your potential place of work is must-know information. Interviewers will see that you understand the importance of office relationships and company culture by asking this question in your interview in anticipation of being hired.

It’s also an indicator that getting along with co-workers is important to you, and this implies that you’re a team player.

4. What do you enjoy most about working here?

Asking someone who knows firsthand about a company is the best way to get an idea of what it’s really like — so ask your interviewer! It’s a polite and professional way of asking someone in an interview situation personal information, without crossing the line.

It gives your interviewer a chance to talk a little bit about themselves, and it’s also a great way to figure out if the position is really what you want.

5. How can I add value to the team?

Instead of asking “what is expected of me?” in an interview, it’s better to phrase the question in a way that emphasizes your consideration of the company and the future potential team you’ll be a part of. Ask what the vision is for the role, and then elaborate on how you think you embody that vision.

6. What is one challenge that comes along with this role?

Again, asking for one definitive answer is something that benefits both you as an interviewee but also helps the interviewer. It allows them to focus their answers in order to provide succinct details about the position, and it gives you a single, solid idea of what would be expected of you in the role.

7. What is a fun fact about this company?

Interviews, depending on the position you’re going for, can be pretty dry. While you should never delve into extremely personal information, one way to make things a little more interesting is to ask for a fun anecdote or fact about the company you hope to work for. This gives the interviewer a break from the same old questions, while still giving you more background on the company.

Source: Hilary White

Read the original article on POPSUGAR Smart Living. Copyright 2016. Follow POPSUGAR Smart Living on Twitter.

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FOR 10 years Nathan Sharp was legally blind. He dropped out of high school when he was 13, picking up odd jobs.

He got to his 20s and found it difficult to do much of anything, as he was only able to see a few centimetres clearly from his nose.

While there were plenty of times when he could have “gone down a dark path”, he decided to plan for his future.

He spent three years saving for eye surgery while on a disability pension. He thought that’d be the biggest hurdle.

But recovering from the eye surgery took months — he couldn’t expose his eyes to light for months, spending all his time at home. This included television and computer screens.

By this time he had become a recluse. Until one day deciding to get out of the house every day for 13 days. It was a challenge he wasn’t sure he could finish, but he did.

“It changed me,” he said.

“The outings were just to the shop or library but it helped restore my confidence.”

Always regretting his decision to drop out of school, Mr Sharp said his eye surgery was part of his plan.

“I had to go back to TAFE and complete my Year 10, 11 and 12 equivalent so I could go to university,” he said.

While there, Mr Sharp snagged this year’s TAFE South Western Sydney Institute foundation skills student achievement award.

“I received a tertiary entrance score of 95 per cent, giving me the highest overall score in my college.

“I’ve now got my sights set on a Bachelor of Games Development.

“I wasn’t sure what I wanted to study — I was flicking from subject to subject — then game design got my heart beating.”

Mr Sharp is in his first year at SAE Qantm and if his first semester results are anything to go by, he has made the right decision. Out of 15 assessments, he has received 12 high distinctions, two distinctions and a credit, putting him at the top of his class.

Mr Sharp doesn’t take his vision for granted these days.

“Sometimes I look at the clouds now and think ‘wow’.”

Source Stacy Thomas, Liverpool Leader

http://www.dailytelegraph.com.au/newslocal/liverpool-leader/nathan-sharp-secures-dream-uni-course-after-battle-with-his-vision/news-story/a2c4e0154754f44b419ed1d980de619e