When it comes to recruitment, more often than not it’s not what you know but who you know. Having a little black book of candidates can certainly make your job easier, but how do you grow your network?

The answer’s simple. To grow your network you need to network. Attend relevant industry events, sign up to seminars and workshops and do as much as you can to meet new people.

Earlier this month, Mairead Moore, one of our partners in Northern Ireland represented KnownFour at Digital DNA, a leading business and technology event held annually in Belfast.

With the strapline ‘inspire, engage, grow’ Digital DNA offered over 65 speakers, 50+ exhibitors, 18 workshops and five stages to help delegates understand and implement digital technology into their business.

Not only did the event serve to help businesses develop and grow their offering but it was also a fantastic opportunity to network with other like-minded people and businesses. In fact, Mairead, our partner managed to walk away with two potential candidates to place in current roles alongside a whole host of new contacts.

These events can be hugely motivational and rewarding and as well as all the knowledge and expertise that you’re exposed to, you can also share your experience through social media, connecting with those around you and the influencers you meet along the way. Again, a fantastic way to grow your network on a digital level.

Social media has a huge role to play in how we run our daily lives and can be hugely beneficial for businesses, so utilise every opportunity by sharing content with followers and fans.

Live tweeting from events, sharing what you’ve seen or heard is a great way of keeping your followers up to date with what you’re doing and shows that investing in development is key to your business, which could make you a more attractive option.

Facebook Live even gives you the chance to give your own opinion or summarise what you’ve seen, heard and learnt, so again, placing you at the forefront of client’s and candidates minds.

The Digital DNA event is just one example of how effective networking events can be but there are literally hundreds of similar events out there, as well as networking groups that you can join and do business with on a monthly basis.

Recruitment is all about who you know so maybe it’s time to get yourself out there and network to improve your net worth.

As a recruitment specialist at KnownFour, I have been able to fully realise the power of work/life balance, thanks to their ethos of remote and flexible working.

Unlike other businesses that offer their staff the chance to work from home once or twice a week, the team at KnownFour has built the foundations of the business with work/life balance at its very core so working from home is the rule, not just the exception.

But what does that mean for me? As well as managing the Global Resource and Information Division (GRID) at KnownFour I’m also a passionate amateur photographer. I purchased my first DSLR camera last November and have been on a mission to learn all that I can about my new toy and editing software ever since.

In fact, if it wasn’t for the flexibility provided by KnownFour then one of my photographs would never have caught the eye of Dell India and been re-tweeted to their 47,300 followers. To say I was excited by their recognition would be the understatement of the century!https://twitter.com/Dell_IN/status/756467890795061248?s=04

Being able to work from a location of my choice at a time that suits me, my family and my lifestyle have enabled me to invest more time in my passion for photography. I have time to meet with other photographers, learn from them, collaborate with them and explore new techniques in taking photos.

KnownFour thrives on the idea of enabling employees to maintain a healthy, happy life by providing a collaborative yet virtual workplace.

As the least experienced person in the company, it is great to have a team that has so much experience that I truly look forward to going to work and connecting with colleagues as there’s always something new to learn.

I see myself as a bit of a technology nut, something which is also satisfied working withKnownFour. To unify so many individuals in different parts of the world you need to have solutions to have a collaborative team. And I help provide those solutions.

If I didn’t work for such a collaborative, forward-thinking employer then I wouldn’t be able to realise my full potential as a photographer and wouldn’t have access to the opportunities I have had to learn and experience new things.

When you work more than 9-5, commute into work, skip your lunch break and read emails at home in the evening or weekend you forget to live, you simply exist. But when the boundaries are changed and you set your own goals, all of a sudden life becomes worth living.

So in a nutshell, be good at more than just a thing and truly have time to enjoy it and spend time with people who matter.

To know more about me or see my work visit:

https://uk.linkedin.com/in/abeerbedi
https://www.instagram.com/abeerbedi/
https://twitter.com/abeerbedi

Like and follow Known Four:

http://www.knownfour.com/
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This week I had the pleasure of attending the 8th Annual Women in Business Conference. It was my fourth time in attendance but my first as a Partner for KnownFour.

As a company, I feel that KnownFour really reflects the values of Women in Business and I felt a strong element of pride telling people about our growing company and its focus on women and work-life integration.

At KnownFour I have the pleasure of working with some of the most amazing, strong and driven ladies on a daily basis who are all driven for different reasons. I don’t have to travel too far to see them, in fact, thanks to technology I don’t even have to leave my living room!

Which brings me to my other passion and a subject that resonated strongly at the Conference this year; “Digital Technology” and how it is changing our world and our working culture.

Listening to the amazing Regina Moran from Fujitsu about the developments they are making in different parts of the world and how a global company like Fujitsu can make a difference to under-privileged children and 3rd world countries by their developing products was mind blowing.

Then being seriously entertained by a fellow Leinster woman, Samantha Kelly aka tweeting goddess, who proved to us what the power of twitter can achieve. They’re both extremely strong business women from two completely different ends of the digital world but both with a common passion for technology.

I love recruiting in this sector and the diversity of people and roles it offers, as well as being part of a society that champions women and applauds their successes.

There are a lot of recruitment conversations that start something like this…

“Hi, I’m Martin, I’m a Recruiter, a specialist in the *insert any market here* space.”

I’ve got a couple of issues with this, and I know I’m not alone.

A client of mine once told me that he didn’t understand why candidates would lie about their salary. Once they get the job, the first thing they do is prove to their new employer that they were lying by hand over a P45 tax form.

Similarly, if your first claim in a recruitment conversation isn’t accurate, then you’re contributing to the lack of trust that causes so many issues for the industry.

Now, before you get all defensive and refer me to your network of 6,400 Biscuit Designers, I’m not saying you’re not an expert. I’m just saying that if you’re saying you are, you need to show it.

When you’re starting out in a new position, or in a new market, there’s going to be a period of time in which you’re not an expert.

So, what advice can The Recruitment Clinic provide for this conundrum? Here’s a step by step guide:

1. Remember what you do
You’re a Recruiter, which means you have to be an expert in recruitment above all other things. That’s what clients are going to pay you for, and your candidates aren’t expecting you to teach them how to optimise SEO.

2. Knowing your audience is as important as knowing your subject
I consider myself as an expert in aeronautical engineering… but only when I’m addressing the Clinic household (in that I can make over 2 different types of paper aeroplane). What I’m saying, is that if you’re the most experienced person in the conversation, it’s reasonable to position yourself as such.

3. But you really should know your subject
The problematic part of recruitment is that you’re going to have at least 2 subject areas to master. Firstly, you need to have an total mastery of the recruitment cycle, including possible problems, how they arise, and how to avoid them.

Secondly, you’ll need to become an expert in your market, and that is significantly more difficult. But it does come with time. And that’s the key. Time. The longer you recruit in one market, the more ‘expert’ you become. And the more you’re able to position yourself as such.

4. Never stop learning
Both your own line of business, and any market which you operate in, are constantly evolving. The one constant in business is change. So if you’re not learning, then you’re getting left behind. Like those people who still think time on the phone equals success. It may do, but it’s not an exact equation.

5. Always refer back to point number 2
It doesn’t matter who you are, or how much you know, there’s always someone out there who will know something you don’t, and if you’re too busy being the expert, you’re not going to pick that up.

6. Be Transparent
Let me clear one thing up. You’re not an expert in Fintech after 4 months of recruiting in the space. The one thing that I’m certain of if you’re a recruiter: you have a LinkedIn profile. And on it, anyone can see how long you’ve been doing what you’re doing.

So not being transparent is doing yourself and the industry a disservice. Think about the client you’re speaking to, looking at your LinkedIn profile when you’re on the phone. Still confident to call yourself an expert?

If so, you probably are.

Everyone starts learning from the same point: “I know nothing!”

Be honest about what you know, and then you’ll find people are more than happy to help you learn.

And before too long, you’ll start to be able to add value to those conversations. And then, a little further down the line, you’ll actually become an expert in your subject matter.

Oh, The Irony
When the day comes, you’ll stop feeling the need to tell people you’re an expert. It won’t be necessary any more, because they’ll get value and realise it for themselves. Your input will matter much more.

And for the time being, you can comfort yourself with the knowledge that you can be an expert in your job, as soon are you’re ready.

On Jan 28th, according to the Chinese Zodiac, the year of the Fire Rooster officially started. Characteristics for those born in the year are;

Trustworthy, with a strong sense of timekeeping and responsibility at work

This year, let’s all be a bit more ‘Fire Rooster’.

Filed under Blog

Digital Marketing has certainly become the latest buzzword when it comes to the online presence and promotion of a brand. But it would seem that there’s a skillset shortage when it comes to hiring digital marketing experts, where the expectations of candidates aren’t always met in reality.

Where before there were clearly defined sectors, such as Marketing (online and offline) and Social Media, these lines are now more blurred than ever with the introduction of a whole new ‘digital marketing’ category. This is especially prevalent in the Northern Ireland jobs sector where there’s definitely a digital marketing skillset shortage.

One of our clients, Origin Digital Ltd launched its own sister company, Mindworks after recognizing a gap in the market for a training academy to help marketeers really understand the digital landscape.

Working together to understand the industry in more depth, we conducted research on over 150 candidates to get a clearer picture on what employers expect from their employees, with surprising results.

· Only 52% of candidates for digital roles made it to interview stage

· 62% of candidates had an academic qualification in digital marketing

· Only 39% actually had on-the-job experience of application of these skill sets and using digital marketing tools

· The average salary that candidates sought was £33,500

· The average salary that employers were initially willing to pay: £28,000

· The average salary actually paid to successful candidates: £28,500

“This leaves recruiters in a very strange predicament as candidates have the relevant knowledge required but not necessarily the hands on experience in all areas of digital marketing that employers are looking for”, said Mairead Moore, Partner and digital marketing expert at KnownFour in Northern Ireland.

“There is a clear skills shortage in middle to senior level digital roles and it is increasingly difficult to source the right candidates, but I’m confident that the newly launched Mindworks will help to bridge that gap so that we can place the perfect candidates for our clients.”

Speaking of their decision to launch Mindworks, Jill Robb, Managing Director at Origin Digital Ltd and Workworks trainer said; “This misalignment of skill sets to academic qualifications and a focus on skills development was the core driver of us creating Mindworks Training Academy.”

“There are many marketeers with digital marketing academic qualifications who are unable to complete required job tasks because although they understand the theory, they don’t know how to use the tools they need on the job.”

While these figures highlight interesting problems that face the digital maketing industry in Northern Ireland, the future is certainly bright for marketeers who need the additional training to become the perfect candidates.

Welcome back to the Recruitment Clinic. This week I’m talking about socks.

I used to wear odd socks every day.

Why? Because I’d pull out the first two clean socks, stick them on, and get on with my life.

For anyone that asked, I’d explain away this little eccentricity with a bit of simple maths: If you’re posh like me and wash your socks after each use, you would have at least 7 pairs of socks to sort each week.

Let’s say you’re like some kind of Laundry Ninja, and you can successfully marry these couples in only 10 seconds per pair. That’s 70 seconds per week. Which is just over 3 days in an average lifetime.

Worth it?

And, yes, I know I could have just bought identical socks and solved my ‘problem’, but I’m somewhat of a peacock when it comes to socks.

Anyway, this article isn’t about socks, it’s about distraction. And time. But mostly distraction.

As a Recruiter, I find it’s incredibly valuable to put myself in the middle of as many feedback loops as possible. The more concurrent conversations I can maintain, the more efficient and effective I become. But it doesn’t come without problems.

Distractions Are Everywhere
And that situation is amplified now that I work remotely. There’s the obvious stuff. Facebook, WhatsApp, Ed Hunter etc… then there’s the less obvious stuff. Emails, colleagues, habits…

I like to use something called the Eisenhower Matrix to help make appropriate decisions, and also to try not to get unwittingly pulled away from the most important tasks.

Eisenhower Matrix

When I’m planning my day, I’m thinking almost exclusively of the B tasks.And then as the day unfolds, there are inevitably going to be some A tasks arise that need an immediate reaction.

The key to managing distractions is being able to recognise if something is a C Task or a ‘task for the dustbin’. When you’re working across e-mail, LinkedIn, phone, your CRM, and maybe a couple of other media too, you’ll get large volumes of urgent but not important input.

There are plenty of these tasks that don’t need to be done at all, and plenty that can be done later.

For a moment, perhaps I can give you an insight into how this applies to an In-House Recruiter, or Talent Acquisition specialist. Every time an external Recruiter contacts them looking for feedback on a candidate, it’s a C-task.

In the time taken to give the Recruiter ‘no news yet’, they could be chasing to get you the feedback. If you try and appraise every task you ask of someone (from their perspective) it will massively help you assess timescales of reply.

Don’t send someone a dustbin task and expect a reply instantly.

Self Analysis
Back at your own desk. Try to get into the habit of not reacting immediately to everything that comes to you.

E-mails don’t always need a response straight away. Flag it and come back. You don’t need to look at that profile on LinkedIn right now. And that Whatsapp message from your mate doesn’t need a witty response this second.

You have to recognise what you’re likely to gain from each thing you do, and at the same time understand if that gain is diminished by a delay.

By constantly making considered decisions about what needs doing, and when, you’ll be able to minimise your distractions. That can make a huge difference in a win-or-bust job like recruitment. Being the first Recruiter to call that perfect candidate. Getting an extra CV out every week. Making the time to build a relationship with a potential client.

Saying that, your own mental health is pretty important too. So you should make time for some ‘dustbin stuff’. You’ll do your job better with a smile on your face from the latest Ed Hunter.

Just make it a conscious decision.

Like the conscious decision I made to actually pair my socks again.

I don’t have any regrets. Sure, it might cost me 3 days of my life. But that’s nothing compared to the amount of time it took to keep explaining sock maths to people.

Martin Jones is a Recruiter. From 1999 onwards, he’s worked across multiple sectors and geographies, generating revenue and leading teams. He is a Partner at KnownFour, building a pioneering recruitment business.

https://www.hunted.com/industry-content/recruitment-clinic-how-to-manage-distractions

Such an important word in all lines of business. How do you make the largest possible margin, whilst at the same time offering value so that your customer is happy to buy?

But margin in recruitment is a bit more complicated. When you go to a restaurant on a Saturday night, and order a ribeye, you don’t ask for the wholesale price and negotiate the mark up. But in modern day recruitment, agency margins are almost always open, and they are under attack.

It’s strange to me that businesses complain about a lack of professionalism in recruiters, and simultaneously try to bring down margins. This creates the incentive to cut corners… But this is the Recruitment Clinic. For Recruiters. And whilst I’m happy to talk to anyone who may be reading this about how to get a better recruitment service (hint: pay more, demand more), I want to focus on my recruiting brethren.

So we’ll look at how you should defend your margin, and ideas that you may find useful when your client is asking for another discount.

Before we get into that though, it’s important to make sure that your mindset is in the right place. If you agree to drop your margin from 20% to 17%, what discount are you applying?

That’s right, calculator owners, it’s 15%. A 15% discount on your fee. A very successful recruiter I worked with in the past used to defend his margin in 0.1% segments. It’s a healthy mindset to be in.

So, you’ve got your game face on. How about a few ideas.
Know your market- if you’re going to negotiate anything, then you really need to know what’s happening in your market. What are your competitors doing? Not because you should copy them, but you need to know if you’re offering lower than market margins (price disruption), or higher than market numbers (feature service).
Know your limits- before you get into a negotiation, it’s good to set your own parameters. I can tell you from experience that you’ll give way too much away if you haven’t defined your own limitations before you start. So define your walk away points, and stick to them.
Set expectations- it’s perfectly reasonable to tell your client or your candidate that you’re going to expect something specific in return for a discount. For example; my margin is 20%, but if you want to discuss any kind of discount, then be aware that I’ll need more favourable payment terms, or a level of exclusivity on the roles.
Show them where the magic happens- I saw something last week in one of my feeds discussing the ‘hourly rate’ for a recruiter. I.e. You charge a client a £12,000 fee, but you delivered the candidate 2 days after getting the role. Therefore your hourly rate is at least £500 per hour. This might seem ridiculous (because it is), but this will only be an issue if the person you’re negotiating with has no idea what you actually do all day. Invite them into your office. Or, at the very least, explain in detail what you actually do, and how. That should help them to value you a little more. Most of the recruiters I know work very hard for their living, doing a job that can be brutal. Maybe your client hasn’t seen that.
Give structured, professional discounts- rather than just agreeing to drop your margin by a few points over the phone when you’re trying to close, try to be a bit more corporate with your approach. Create a discount proposal, with a structure and conditions. It will reflect well on your professionalism, and should secure you better margins and better relationships.
Understand Value vs Cost- I remember, as a student, I once bought a 2 litre bottle of a supermarket, own-brand cola. I was thirsty, and it was cheap. Surely a match made in heaven? Except the taste was so unexpectedly horrendous that I couldn’t bring myself to drink more than a couple of gulps. The lesson in there is about value vs. cost. When value hits (Coke) zero, it doesn’t matter how low the cost is, it’s still wasted money.
Of these things though, the most important is definitely mindset. Don’t be defensive about defending your margin. And don’t be embarrassed about trying to make money. Having a profitable business isn’t something to be ashamed of, unless you’re Snapchat.
Remember; if you really are a special snowflake, then you can charge special snowflake prices.
Martin Jones is a Recruiter. From 1999 onwards, he’s worked across multiple sectors and geographies, generating revenue and leading teams. He is a Partner at KnownFour, where recruitment and life can co-exist...

Are you really ready to jump ship …?

As a fully qualified ACA/ACCA Accountant working within a Practice environment, you may feel one of two ways; “The world is my oyster!” or “What on earth do I do now?”

“Should I know move to industry to enhance my career?” This is a question that I am asked by many qualified accountants over the years and something I have given much thought.

It may be a part master plan or simply an unexpected window has opened for you but making the move from practice to industry represents a significant change for all chartered accountants.

Why are you looking to leave Practice?

In a research study carried out in August 2016 by the Audit Association; One of the main reasons certified accountants leave Practice is on a quest to seek better work-life balance. It is common that during the first 1-5 years of training this isn’t so much of a complaint, however, once people progress with their own personal lives IE starting a family, priorities change drastically.

Is a successful career in practice compatible with a growing family?

Well, the answer is YES! You just need to know what company best suits you.

As a qualified accountant, before making the decision to move into industry you might want to consider whether practice really is the problem here or whether it’s your current firm that’s putting you off staying.

When presented with an opportunity to work in-house, it may seem very appealing at first due to an increase in annual salary, improved benefits package and reduced/fixed working hours, while this may be a quick fix short term, you must consider your long-term goal.

In practice, you may have the potential to work your way to Partner and be rewarded with an attractive 6 figure salary £££. You get to be the first to understand the evolving market that is accounting and be involved in the most interesting projects across an entire range of industries. The opportunity to expand your knowledge is endless.

The Top Accounting firms are a different place than what they were 10 years ago, many have tackled this issue of work-life balance and offer flexible working. So, if you are on a quest to have a more desirable work-life balance, don’t jump ship just yet.

Maybe it’s time to speak to me and see what other options there are for you within practice? After all, not all practices are operating in the same way!

Why would you choose industry?

If you are a Top 20 professional, no doubt you are getting inundated with messages about roles in industry, as clients/recruiters are always on the lookout for qualified accountants from the Top 20 Accounting Firms.

I have spoken with candidates who have made the move from practice to industry and here are some of the top reasons why they moved:

Your work-life balance will improve.
There are lots of opportunities in industry in a range of sectors.
Everyone is trying to speak with you so you are constantly hearing about new jobs in the market.
You won’t have to manage many clients so you will be able to spend more time devoted to one client.
I would in part agree with these points but only on a short-term measure. One thing I would strongly consider when making a move to industry is the sector you want to be in and the company itself. Make sure you choose something you are passionate about or that fits in with your own personal values and motivators.

For those who took the leap too prematurely, they have said that after a year has passed, the role can become monotonous and a chance for promotion is a very distant goal. Let’s face it, you are used to juggling many spinning plates all at once!

So in summary, Practice or Industry…a dilemma you will all face, but all I advise is do your research and really understand the reasons you are wanting to make a change. It may well be that you just need to find a company that suits you, not you suit them!

If you are still undecided and would like more information on the practice vs industry debate, feel free to contact me on 07909228785 or Nicolalane@knownfour.com, we can discuss your motivators and together find the role to suit you.

A young woman stands, hair and scarf billowing in the wind, leaning precariously over a sheer cliff face.

“I don’t think I can do this”, she says quietly, wiping a tear from the corner of her eye.

Her Sales Manager shrugs, and replies; “That’s your problem; Limiting Beliefs.”

He pushes her over the edge.

Metaphorically speaking.

If you google ‘Limiting Beliefs’, you’ll find myriad articles on the most common limiting beliefs (I can’t do it!), where they came from (your parents), and how to get rid of them (therapy).

But can a Limiting Belief be a positive thing?

It’s a Limiting Belief that stops me from jumping down flights of stairs in one leap (I learned this one the hard way). I have a whole bunch that stop me from attempting the impossible on a golf course. And they also prevent me from wasting time recruiting for roles that cannot be filled.

The problem isn’t with the concept of the Limiting Belief- rather, the issue is that lazy managers use them as a stick to beat people with. It’s a lot easier to tell your staff that they have limiting beliefs, rather than learn about their markets/challenges, and offer them appropriate training, coaching or direction.

If you have a manager like that, I would suggest it’s time to find someone else to work for. You’re not going to learn anything from that person, and they aren’t trying to learn anything from you.

So, are Limiting Beliefs in recruitment bad? The answer is paradoxical. They can be both vital and toxic.

In recruitment terms, it’s a Limiting Belief that stops you from looking for a candidate that your experience tells you doesn’t exist. If you’re an expert in your market, then this is using that expertise to become more efficient with your time. Balancing your opportunity cost.

It’s also a Limiting Belief that stops you from suggesting your client interviews a candidate without seeing the CV. This ‘learned’ experience is preventing you from unlocking better performance, and from giving a better service to both your clients and candidates.

I realise that this article has, thus far, not been that useful. About the only take away is that any manager who constantly cites Limiting Beliefs is probably a moron.

I’m going to try to make it more real for you.

A Limiting Belief, by definition, is the belief that something is impossible. Here is a short process that you can work through to see if it’s holding you back, or saving you;

Has the belief been tested? You don’t have to jump off a cliff to know that you can’t fly, but you could try jumping off a wall to check. Believing something can’t be done, because it hasn’t been done before, makes no sense.
Does it cost you anything to try again? If the answer to this is ‘no’, then you really should keep trying! If there is zero cost, even if the chances of success are small, it’s still a good thing to keep doing. Like asking a client if they really need to interview that contractor before they make an offer.
Conversely, is the cost too great? Don’t waste time challenging a limiting belief if the outcome doesn’t justify the effort. For example- someone offers you £5 to eat your own shoes…
Are you drawing conclusions? Sometimes innovation can look a lot like previous failure. This can hold us back. Just because something looks similar, doesn’t make it the same. Don’t confuse a G-Wiz with a Tesla because they both have batteries.
Most importantly of all- is this something you’ve been taught, or something you’ve learned? Unfortunately, we’re all taught limitations based on other people’s beliefs. You can’t play basketball unless you’re tall. Women don’t make good racing drivers. Ginger people can’t get a good sun tan. Some of these things are real, and some aren’t. But try to base your beliefs on evidence that’s tangible, not just what you’ve been told.
That brings us to the crux of this article- how are your beliefs formed?

If you distinguish between the possible and impossible based on evidence that you’re sure of, then you’re making a lot of good decisions.

But if you’re putting limitations on yourself based on what you’ve been told, or if you stop trying new things because they look a bit like something you tried before… well, you’re probably not reading this anyway, because you already know what you know.

Keep trying new things, and don’t be afraid to learn from your experiences. That might give you Limiting Beliefs, but it will also make you smart and successful.

“You know you are on the Road to success if you would do your job and not get paid for it” Oprah Winfrey

This popped up this morning on my Social Media and at a quick glance, I nodded to myself and carried on. Later, I took a second glance started to think about whether there is truth in the matter.

This then prompted me to think about what defines success and in particular, what defines a successful career. Within the recruitment world, I am always interacting with successful professionals and I thought what makes those people successful and others not? What do they do differently to guarantee their success?

I have looked at a number of people, some who are in the public eye and some who I just deem to be successful and they have very common habits. Out of these habits, there is most certainly one that is the most crucial ingredient, yet most of us neglect to implement.

Rome wasn’t built in a day!

Those who are successful understand that things take time. We live in a time where we are surrounded by instant gratification and most people just don’t like to plan! This is fueled by evolving technology setting unrealistic overnight internet success stories and this is where it goes wrong.

It can be easy to assume that many businesses suddenly became successful overnight when in fact, there have been hours, days, months and years of hard graft for them to get to where they are! This is the same for individuals….

Let’s look at Apple Inc – This brand in the blink of an eye was everywhere, the ‘must have’ gadgets of today and most households owning an apple device in some form. But can you believe this was all started by 3 boys, working out of a garage, chasing a dream that many told them to give up! Who would have thought that the picture below was indeed a creation of one of the most successful human beings in the modern world?

So, this was NOT an overnight success story!

The truth is – there are no overnight success stories – just a lot of long term planning a hard work. So, if you want a slice of the ‘Apple’ pie. (Excuse the pun) You must commit to it, and this involves planning for the next few years, not just weeks!

So, I put this to task – I asked a lot of people about how they going about their business (personal and professional) and the majority is centred around planning. Some have even planned for up to 50 years. (That’s right some plan for the next half a century whilst most of us can barely plan for next week.)

Let’s get started… Let’s start planning… Let’s get successful!

Whether is a new business venture, a new start in a different career, a workplace promotion OR even something personal to you, stop what you’re doing and put aside some time to plan for the future.

I found a few tips that I think ring the most truth:

1) Don’t dream of making it overnight: It’s unrealistic and will only jeopardise your attempts in the future. “Tomorrow I want to become a Senior Partner of one of the largest accounting firms”

2) Appreciate that it takes a long time to be successful: If it was that easy, then everyone would be successful

3) Make a long-term plan: Be realistic about your goals and how you will achieve them

4) When the going gets tough: ……remember that every other success story has been through the exact same thing as you! “I didn’t get that promotion I was really hoping for”

5) There is light at the end of the tunnel: Know that if you are persistent and determined the hard work WILL pay off. Commit, stay focused and never give up!

So, I speak to the job hunters reading this, whether you are at the beginning, middle or somewhere near the end of your career, when it comes to your next move make sure if fits within your plan, and you WILL be on the road to success.