In a crowded job market, landing an interview can be challenging. Your CV might get lost in a flood of applications, so a good elevator pitch can make all the difference in getting the attention you need. The sales technique derives its name from the concept that you should be able to sum up your key points in the time it takes to ride an elevator to meet a client for the first time. This means you have 30 seconds to a minute to deliver a compelling description of what you have to offer. Use our elevator pitch template below to make that first crucial impression in the recruitment process. Part 1: Introduction Who you are. The technology or business problems you solve. The reason you are applying for the role. This requires a deep reflection on your experience and how it matches the job on offer. Part 2: Examples of Success Provide examples of problems you have solved. Use metrics to demonstrate your success. Highlight key outcomes. Part 3: Value Proposition Emphasise the benefits you bring to an organisation. Showcase your strengths and contributions. Part 4: Call to Action Close with a positive action. Schedule a follow-up interview. Here’s a sample pitch. Imagine talking to a Chief Information Officer who needs to deliver a Finance Transformation initiative. “My name is Alan Herrity. “I’m calling to discuss my application for the role of Senior Project Manager - Finance Transformation. “I am an experienced Project Manager with 15 years of experience in Australia and overseas. I have successfully delivered three consecutive finance transformations, cutting project delivery costs by up to 40%. “My role at Company Y was in the same industry, so I understand the challenges you need to navigate, and I can help you achieve a successful outcome. “With my experience, I can hit the ground running and use the lessons learned from my previous initiatives to save you time, effort, and money. “Can we set up an interview with your hiring manager to explore this further?” CONCLUSION Crafting an elevator pitch requires practice. A lot of candidates don’t like self-promotion, but mastering this skill could make all the difference. Remember, you have nothing to lose and everything to gain. To find out more, email Alan Herrity , Director, Momentum Search and Selection.

Do you want to transition from delivery to leadership roles? It’s a logical step for project and program managers when considering their next career move. But before you make the leap, you need to prepare yourself. Effective leadership requires careful planning so you have the best chance of success. Here are our top tips for making the transition. 1. Reflect on Your Motivation Before embarking on this transition, ask yourself: Why do you want a leadership role? Understanding your motivation will guide your journey at each turn and keep you motivated when you face challenges. 2. Identify Skill Gaps Recognise any leadership skills gaps you have and develop a plan to address them. Switching from program managing multiple streams of work and motivating individual delivery teams into a Portfolio Delivery leadership role with matrix accountabilities calls on very different skills. Project and program management have defined boundaries and end points, while the latter has ongoing responsibilities that may cover multiple portfolios of work. You will need a broader and deeper range of management skills when you expand your leadership remit. 3. Be prepared Prepare for your new responsibilities before making the switch. These may include divisional profit and loss accountability, people development, workforce planning, operating model design, and recruitment. Seek opportunities to develop these skills in your current role so they are well developed before taking on a leadership role. 4. Be Passionate Evaluate your interest in leadership and intrinsic motivations. The best leaders are passionate about building high-performing teams, improving their people, and doing this consistently over time. Be sure you have what it takes. Leadership is not for everybody. Close the Gaps So how can you close the gaps in your skills? 1. Invest in Training Enrol in leadership training courses. They will provide valuable insights and critical practical experience to help you become a successful leader. 2. Find a Mentor Find someone you can trust in the field you want to move into to guide you on your leadership journey and teach you the skills while you’re learning on the job. If you are lucky, they may even be able to give you a head start in their organisation to get the leadership experience you need. 3. Consider Smaller Companies Explore opportunities in smaller organisations or start-ups that need your current skills. Your delivery expertise will make a significant impact for them, giving you time to hone your leadership skills. 4. Step Back to Step Up Your X factor is delivery, and you have been doing this for many years. Join an organisation that is lacking in this area and bring your delivery experience to the forefront. Then you can pick up the leadership skills along the way. 5. Become Permanent If you have always been a contractor, taking on a permanent role might open more doors for career advancement. This may involve seniority sacrifices or a pay cut, but it shows that you are committed to the organisation and want to move up. 6. Leverage your Network Use your professional network to explore opportunities and gather insights from peers who have successfully made the switch. They can provide valuable information and moral support on your journey. CONCLUSION Transitioning to leadership is a gradual process, and you may need to make some sacrifices along the way. Be realistic about the challenges and stay committed to continuous growth and improvement. By addressing your gaps, nurturing your passion, and being open to all opportunities, most people can successfully transition from delivery to leadership. To find out more, email Alan Herrity , Director, Momentum Search and Selection.

Organisations need to re-think their approach to recruitment if they want to attract and retain the best staff. In this article, we outline key changes to the standard “Recruitment Operating Model” that can be made to improve candidate recruitment and onboarding. We have broken this down into Pre- and Post-Start Date phases, as these activities are usually carried out by different teams. PRE-START PHASE: 1. Streamline Your Process Many recruitment processes are so long that they deter candidates. To overcome this, walk through each step from a candidate’s perspective. Ask if the process enhances your company profile and if any actions are redundant so they can be eliminated. To cut recruitment time, consider short video screenings with three to five key questions to efficiently create your short list for face-to-face interviews. 2. Empower your Talent Teams Equip talent teams for success with a good Applicant Tracking System (ATS). This will help find the best talent and build better relationships and candidate pipelines. Having the right tools at their disposal helps your talent team hone in on the right applications and streamline the resume review process. 3. Reassess Background Checks Background checks that are overbearing and slow will undermine your goodwill with candidates. Walk through these checks from their perspective to identify questions and checks that might deter candidates from proceeding. POST-START DATE: 4. The Right Working Model These days, working models will usually be a blend of office-based and work from home options. Giving your staff the opportunity to work out what works best for them is a powerful motivator for staff loyalty. Work with nominated champions from each department to create a set of guidelines and a model that is best suited to the organisation’s needs. Ensure you get the right balance between meetings, collaboration, and quiet time for strategic thinking and innovation. A ‘You Choose’ approach allows employees to select their preferred option from the model as part of the Value Proposition they bring to the company. Provide the tools and support for office, hybrid, or remote work, and foster regular team and individual checkpoints to ensure people feel connected and supported. 5. Dedicated Onboarding Organisations often struggle to have the right technology in place for new starters from day one. This can make for an unwelcoming start as they scramble to come up to speed without the technology they need. Streamline the process as much as possible and assign a dedicated team to ensure that office, hybrid, and remote workers are onboarded and feel welcomed from the get-go. This will show that you are investing in them beyond just filling a position. 6. Connection Building Leaders should connect with team members from the outset and be cognizant of the working model, whether it is remote, office, or hybrid. In each case, you need to establish an operating rhythm that ensures staff feel connected. This shows you care for their wellbeing wherever they are working. 7. Training Invest in training for hybrid teams so your leaders can navigate the vagaries of modern work practices. Your managers need to have the skills to foster collaboration, connectiveness, and success across diverse work environments. Draw on the experiences of leaders who have successfully led remote teams in the past. 8. Career Development Employees can be concerned that remote working is career-limiting due to proximity bias, where those who are visible in the office are more likely to progress. Be sure your performance management process is fair and equitable, regardless of work location. 9. Upskill Leaders in Current Legislation Educate your leaders on current legislation, particularly Work Health and Safety (WHS) and hybrid work rules. Highlight their obligations to provide a safe place for work that extends beyond the office premises. Take Aways Use video for first stage interviews. Streamline your recruitment from a candidate perspective. Set up computer equipment on day one. Co-create working models to suit everyone’s needs. Mitigate career concerns about working from home. CONCLUSION Optimising your recruitment model needs to address pre- and post-start date activities. A seamless employee-centric process, with ongoing support and flexibility, will give you a head start in the talent acquisition marketplace. To find out more, email Alan Herrity , Director, Momentum Search and Selection.

As we advance through our careers, job hunting for executive roles presents ever more unique challenges. The pyramid shape of most organisations means the number of roles at higher levels decreases as the seniority of those positions increases. At the same time, the number of potential applicants grows as everyone is forced into an ever-narrower funnel. In addition, organisations often err on the side of caution and hire internally, further reducing the options for external candidates who have no access to this hidden job market.

While the demand for highly skilled Digital & Tech professionals keeps increasing, the supply of toptalent in Australia has, for several different reasons, remained the same for quite some time. This means competition is fierce, and that companies need to go revamp their Employer Value Proposition to stay ahead.

As companies strive to digitise their operations, skilled digital leaders are in high demand. Finding the right candidate to drive your digital strategy is crucial. So what should you look for in the hiring process? Let’s look at the five most important traits to look for when you’re searching for your next CDO, CTO or CIO.

At Momentum Search, our regular Virtual Round Tables bring expert advice and know-how to senior management and executives across Australia.

At Momentum Search, our regular Virtual Round Tables bring expert advice and know-how to senior management and executives across Australia.

At Momentum Search, our regular Virtual Round Tables bring expert advice and know-how to senior management and executives across Australia.