FlexCareers welcomes working with Origin Energy

FlexCareers welcomes working with Origin Energy Today, FlexCareers celebrates another amazing partnership. We are thrilled to announce Origin Energy, Australia’s leading energy retailer, is joining our network of flexible employers. As a major employer across Australia and New Zealand, Origin Energy will be offering our community the opportunity to apply for a wide range of roles across different locations. From traditional office roles to roles on gas fields, onshore power plants, and offshore platforms, the opportunities are far-reaching and exciting. Why partner with FlexCareers? Origin Energy prides themselves on offering flexible working solutions, underpinning their commitment to creating a work-family life balance for all. Origin understands every employees needs are varied and different, a position their Chairman firmly believes in. THE IMPORTANCE OF FLEXIBILITY As Origin sees it, catering for those needs, maximises employee productivity and opportunities, giving the company a competitive edge and employees equal opportunities to further themselves professionally and personally. Their focus is on 3 main areas: promoting a positive safety culture, promoting personal development and promoting diversity and equal access to opportunities. All of which are measured and accountable to the leadership. How great is that?! We know the importance of a business to account for its activities, accept responsibility for them, and to disclose the results in a transparent manner. Failure to do so can leave employees vulnerable and dissatisfied. In 2014, the Workplace Gender Equality Agency (WGEA), awarded Origin Energy with Employer of Choice for Gender Equality, one of only 76 companies to be in that category. In partnering with Flexcareers, Origin is continuing the ‘Flex For All Roles’ initiative (the first oil and gas company in the world to do so) by reaching a broader talent pool and conversing with potential employees who are looking for flexible working solutions and equal opportunities in this field. So, what does flexibility look like at Origin Energy? Jan Roden, Origin’s Head of Diversity, explains ‘family creates new sets of challenges for working parents who juggle and manage their career, life, family and other priorities’ and therefore all programs in place at Origin are designed to facilitate flexibility. But it’s not just families who need more flexibility â€" it’s those who live with disability, illness or carer responsibilities ad those whose have interests outside of work be it a hobby, pursuit of further education or time to themselves. Origin is making it their business to leave no man behind. DIVERSE PROGRAMS Origins broad areas with accessible programs for employees are: Flexible work programs â€" including parental leave; career breaks of 3-12 months; ability to purchase extra leave; off-site work, part-time work and job sharing opportunities. Wellbeing programs â€" Care and Assurance Plan; Employee Assistance Program; Eldercare; Working Parents Program. Financial benefits â€" Excellent remuneration and incentive payments; employee share plan; employee referral program and salary sacrifice options. Personal development mentoring and coaching, structured development and career progression, a wide range of courses, operator competency and capability programs, and Educational Assistance Programs. With womens working opportunities on the rise at Origin, (40% of employees were female and 27% in senior roles as at 2014), the company still makes room for male employees who can be seeking a work-life balance. Read here  about Origin employee, David Provans testimony when he was presented with the opportunity to work flexibly. CAMPAIGNING FOR RECONCILIATION Not only is Origin leading their industry when it comes to providing equal access and opportunities to all employees, they are equally committed to more thoughtful and meaningful work with Aboriginal and Torres Strait Islander people. As part of their Reconciliation Action Plan, in 2014, they partnered with a non-profit organisation CareerTrackers to provide internship opportunities for Indigenous university students looking to gain valuable work experience with an ASX-listed company. This includes a commitment to providing at least 10 internships per year for the next 10 years through the CareerTrackers 1010 program, with the aim of transitioning students into full-time employees upon completion of their degree. Through Origins Reconciliation plan, four interconnected paths are being built, creating more diversity and equality: A culture of Respect developing an understanding of Aboriginal and Torres Strait Islander peoples’ cultures and contributions. Education, Skills, Jobs and Careers, Commerce investing in education, skills training, qualifications to transition into careers Community development ensuring supply chains have a high representation of Aboriginal and Torres Strait Islander businesses Relationships foster long-term relationships based on trust, respect and open dialogue and delivery of promises. Origin Energys commitment to creating a flexible, diverse, equitable and fair workplace, extends to communities as well. The partnerships they have with communities promotes education, energy insight, and support. An example is their fourth year running competition, Little Big Idea, inspiring young kids to come up with ideas to make the world a better place. We are looking forward to partnering with Origin to bring our community some amazing job opportunities with a truly flexible, supportive employer. To find out more about Origin and to browse flexible roles available through FlexCareers click here.

3 Pitfalls to Avoid to Increase Sales - Personal Branding Blog - Stand Out In Your Career

3 Pitfalls to Avoid to Increase Sales - Personal Branding Blog - Stand Out In Your Career Have you at any point been disappointed by attempting to offer business to somebody who is too occupied to even consider taking your cash? These kinds of events are extraordinary tokens of what NOT to do when an intrigued prospect is in our quality. The entire thought of getting a deal is to make it EASY for the other individual to state Yes! 1. Terms and Conditions Albeit the greater part of us are not authorized as lawyers nor do we direct business accordingly, we do need to deliberately clarify our terms and conditions for working together. Should punishments or timetables for installment be included, clarify those as well. Also, clarify industry phrasing with the goal that it is effectively comprehended. Something else, error and special conditions may bring about off base suppositions consequently making difficulties. This ruinous way will in all probability slaughter the deal. At the end of the, prior day you can make a deal, everything must be perfectly clear in your brain just as that of the customer to-be. Your forthcoming customer has to know definitely what you are offering to convey, the when, how and procedures included. A course of events may be exceptionally useful if your deal is mind boggling. For this situation you may likewise wish to list the other people who are to be included at every turn. When you formally recognize your timetable, regardless of whether verbal or composed, it is your duty to stick to it. Should an unexpected situation emerge to cause delay, inform your imminent customer early. Actually with your statement of regret, request absolution and authorization to continue. Your customer will extraordinarily value your mindfulness. 2. Question, Listen, Clarify As opposed to rapidly turning out the entirety of your terms and conditions in monolog structure, clarify every individually. After each, ask if there are any inquiries. We each decipher ideas distinctively so there will be a lot of space for distortion. For instance when you plan a transport for an occasion, is the ideal opportunity for appearance for pickup or is it real flight time? The subtleties should be explained. Your responsibility is to reveal any disarray. Listen cautiously to the inquiries and basic inquiries posed of you. In basic terms, without utilizing language, explain as well as could be expected. When you have done this, ask once again, Do you have any inquiries? The time you take to comprehend your possibility's perspective and thinking will expand their faithfulness toward you. 3. Verbalize Agreement(s) When it shows up you are both or all in concurrence with terms and conditions, and all misconception is cleared up, it turns into an opportunity to rehash what you intend to convey and your possibility consents to acknowledge. Audit point by point all that you plan to convey and request follow-up questions. When your imminent customer concedes to all, it's an ideal opportunity to either request approval on the agreement or acknowledge the cash. Opportune finish in conveying guarantees, as you travel through the above advances, will make it exceptionally simple for your forthcoming customer to state Yes! After some time, these means will become propensities. These propensities construct trust and will characterize your own image. The final product is you will empower bigger deals, rehash business, referrals and tributes â€" all of which will put you on the influx of the Smooth Sale! Creator: Elinor Stutz, CEO of Smooth Sale, (800) 704-1499; was assigned as a Best 25 Sales Influencer for 2012. Elinor composed the International Best-Selling book, Decent Girls DO Get the Sale: Relationship Building That Gets Results, Sourcebooks and smash hit, Recruited! The most effective method to Use Sales Techniques to Sell Yourself On Interviews, Career Press.

Walmart Robot Janitors, Scanner, Vacuums Threaten Workers

Walmart Robot Janitors, Scanner, Vacuums Threaten Workers Greeters might be a relic of times gone by at Walmart â€" however there will be significantly increasingly metallic assistance around the stores this year. Before long, 1,500 independent floor cleaners, 1,200 truck unloaders, 900 in-store get towers, and 300 rack scanners will be sent across hundreds Walmart stores around the nation as the organization expects to cut work costs and repurpose some partner level situations to concentrate more on deals and client care. Be that as it may, the usage of these self-sufficient bots could prompt less hours for current workers â€" an issue the organization plans to skirt with representative wearing down or reassignments. Laborers are concerned the bots will prompt abbreviated hours, less occupations, and further staffing deficiencies, as indicated by workers and Organization United for Respect (OUR) at Walmart, a work bunch that advocates for these retail representatives. This is one of a progression of numerous choices that [Walmart has] been making throughout the years to lessen the measure of people and measure of staff that are working in the store, says Andrea Dehlendorf, co-executive of OUR Walmart. Furthermore, [it's] drastically expanded the remaining task at hand of individuals who are as yet working. Not one individual I've spoken with says it will make our occupations simpler, she includes. Walmart is the biggest private business in the nation, with around 4,600 stores and 2.2 million partners. The gigantic retailer has a past filled with vigorously censured work works on, including low wages, association busting, constraining day off approaches, and an expanding number of low maintenance representatives. Presently, laborers accept this interest in robotization may worsen these issues for lower paid workers. It's the idea of the monster from what we've been encountering throughout the previous two decades, says Arthur Wheaton, chief of Western NY Labor and Environmental Programs at the Worker Institute at Cornell University. The least paid, least talented, and the most in danger workers in the most problematic occupations are the ones supplanted first by innovation â€" not really the CEOs or the individuals doing the programming. Kindness of Walmart The job of robotization, nonetheless, is precarious. Walmart promotes the robots as devices to deal with humble undertakings, such as cleaning the floors and filtering racks to take track of stock on the business floor. Laborers can rather put their time in serving clients and making deals â€" a basic part of the coming up, physical experience, and maybe an all the more satisfying activity by and large, the organization says. The thought is that by inclining toward the future, partners will have the option to have all the more fulfilling employments as retail keeps on changing, says a public statement from the organization this week. That is not something laborers are rationally restricted to, says Dehlendorf, of OUR Walmart. It relies upon how these robots are executed, kept up, and oversaw, comparable to workers. Walmart's lowest pay permitted by law is at present $11 â€" a sum that has been fought with contenders like Amazon and Target, who have raised theirs to $15 and $13 60 minutes, individually, as of late. The utilization of computerized innovation could now be viable in bettering standards for dependability â€" yet keeping compensation low. Do you increment wages to sufficiently fill positions? Or then again do we discover innovation to fill in low-aptitude or low-alluring positions and utilize our constrained assets in different zones? says Wheaton, of Cornell University. It's generally the individuals who urgently need the activity who have lower wages and restricted choices, he includes. Robot Hiccups Walmart has been exploring different avenues regarding a portion of these new robots in stores in the course of the most recent year or so before executing them all the more broadly. While Walmart has repurposed the errands of various representatives as of now, the robotized innovation doesn't generally work. At the point when WiFi is finicky, the rack scanners battle, a few laborers state. Or then again the pickup tower â€" a computerized station clients can visit to get online requests â€" can have specialized issues. Certainly, hiccups like these are not out of the ordinary. Be that as it may, laborers and backers stress that, in the long haul, the innovation that prompted a littler staff in any case could breakdown and require staff individuals to step in and accomplish work outside of their decreased jobs to compensate for it. Individuals are quite anxious about occupations. I'm stressed I may need to search for joblessness not far off, says Kristi Branstetter, a business partner at a Blue Springs, Mo., Walmart and coordinator with OUR Walmart who says her store has high turnover and is short staffed. It's practically similar to the organization doesn't need human specialists like me. Branstetter's not the only one. About 66% of all retail workers accept probably some part of their activity will be supplanted via mechanization, as per an ongoing report from a few work gatherings, including OUR Walmart. That reflects expectations from associations like the World Economic Forum and McKinsey, a counseling firm, that envision a high level of retail location occupations will be supplanted via robotization, just as the greater part of everyday assignment of these retail laborers. Walmart sees the utilization of robotization as a likely enrollment and maintenance strategy. Without undertakings like wiping floors or checking racks, a partner employment could be viewed as progressively attractive. The assignments being robotized are for the most part things that we battle to discover, enlist, and hold partners to do, says Ragan Dickens, chief of corporate correspondences at Walmart, in an email. As we've begun changing the activity to take out a portion of that normal work, it's getting simpler to discover individuals to carry out those responsibilities. Dehlendorf, of OUR Walmart, calls these changes useless without repaying the employments with enough salary that individuals can live on, plans individuals can hold to permit them to be with their families, and full-time positions with benefits. The association has since quite a while ago pushed for Walmart to receive new arrangements encompassing these issues. Indeed, our finance is a major cost, yet when you're a client, you truly need to have that human communication, says Branstetter, the business partner. Individuals come in for that communication, regardless of whether it be sure or negative. I generally attempt to make it a positive one. This story has been refreshed.

Hiring an Interpreter 9 Dos and Donts to Get the Most Out of Your Partnership

Employing an Interpreter 9 Dos and Don'ts to Get the Most Out of Your Partnership From Marie Kondo to the minimalistic home development, the idea of toning it down would be ideal is experiencing a resurgence of sorts. However, in one region at any rate, the act of more will be all the more despite everything sounds accurate. On the off chance that your up and coming gathering, meeting, keynote discourse, or business exchange requires a correspondence master, for example, a mediator, you may think its as simple as having somebody appear and interpret a language either verbally or with communication via gestures. In any case, sitting above the best possible readiness and preparation that go into successfully employing a translator can cost you a ton of time, cash, and cerebral pains down the line. There is no lack of incredibly deciphered menus or humiliating government botches, for example, when the UK distributed a German form of its Brexit white paper that was generally scorned for its bygone and inhumane style of composing. The equivalent can occur with mediators. Its due to some extent to the idea of language itself; its complexities, subtleties, and bunch prospects dont take into consideration even the best translator to be a mobile word reference. Its likewise because of the way that correspondence is consistently a trade of thoughts in a given setting. Readiness is essential to guarantee the correspondence specialists you enlist include esteem. In the event that you treat your translators like colleagues, can concentrate on their skill: language. Investigate these dos and donts to guarantee your next organization with a language master means a triumph: Do Consider Your Interpreters Field of Expertise Before choosing a mediator, get some information about their aptitude in your particular setting or field, not simply their long stretches of understanding. A court mediator may be an incredible fit for a testimony on a patent debate, for instance, yet just if they have involvement with that setting and are given relevant specialized data early. Inadequately prepared mediators have been appeared to commit 2-3 times a bigger number of errors than prepared ones. Dont Hold Back for Confidentiality Dont be hesitant to brief your translators completely ahead of time. Qualified, credentialed translators are required to submit to an exacting code of morals and are regularly glad to consent to your privacy arrangement. Remember that words themselves dont impart full importance, and mediators need to think about significant foundation commitments to what is unfurling in the discussion or exchange so as to pass on the full picture. Do Provide Names and Titles Ahead of Time Tell the translator who will be available at your meeting, arrangement, office visit, and so on., and what their jobs are in the conversation. Names are useful, and not simply of members. Knowing division, unit, and task names early will speed things up during the genuine discussion. Do Share Meeting Details and Goals Your group and your Spanish-talking partners over the table may know why you are examining an agreement, however an outside contractual worker wont. The reason for the gathering will significantly advise the mediators work. What are everyones objectives? Are the stakes high and the circumstance tense? Consider translators augmentations of your group and brief them as needs be. In the event that they know your purpose(s), they can more readily get you and transmit your message precisely. For more expert HR bits of knowledge, look at the most recent issue of Recruiter.com Magazine: Dont Expect the Interpreter to Show Up and Do a Perfect Job Without Any Contextual Knowledge Clear correspondence relies upon relevant information, so give however much foundation data as could be expected. Lets state you enlist a mediator to assist you with sifting through a HR issue with a worker who is increasingly agreeable in another dialect. Educate the mediator about any past gatherings, the principle issues to be examined, the kind of work the worker does, and whatever else you believe is significant. Do Explain Specific Jargon and Acronyms By and large, you dont need to venture to give a glossary; experienced translators will do some exploration all alone. In any case, be certain to discuss with your translator any inner language or abbreviations that may be difficult for outcasts to disentangle. On the off chance that your relatives eyes stare off into the great unknown when you begin discussing the BPO merger and the quarterly up-line, youll likely need to brief the translator about what these terms mean, as well. Do Make Sure All Parties Can Be Heard and Seen Tell your translator what the physical space where youll be working resembles. Will you be sitting, standing, or visiting an office? What number of individuals need to hear the translator? Will you play a video? Will members join by means of Skype or speakerphone? Realizing this data will permit your mediator to more readily plan for the circumstance or even propose things you havent considered, for example, utilizing synchronous deciphering gear. Do Hire More Than One Interpreter When Necessary Mediators do an unfathomable measure of subjective work as they hand-off messages from one language into another, and quality endures after around 30 minutes of ceaseless deciphering time. Talk with your translators and ask them what they need. On the off chance that you are arranging an introduction or an extensive talk, they may propose a group of translators to exchange off and take breaks. On the off chance that the gathering is progressively conversational and will incorporate normal or planned breaks, you can probably pull off one mediator for a couple of hours. Do Send Files Ahead of Time Continuously send any documentation that will be examined a couple of days ahead of time. Plans, contracts, past gathering minutes, introduction slides â€" anything that gives setting and wording will extraordinarily improve the translators work procedure and spare time during the genuine gathering or occasion. â€" While straightforwardness and moderation may do some incredible things for wardrobe association, the inverse applies with regards to benefiting from working with a translator. Offer your objectives, reason, crowd, and insider information with translators in advance to set aside time and cash over the long haul. As a rule, in the event that you adhere to the standard of more will be more, everybody will be in the same spot and you will receive the benefits. Elena Langdon is a Brazilian Portuguese interpreter and interpreter and an executive of the American Translators Association. Associate with Elena on Twitter: @acolalang.