Look for the “Shreks” in your business!

Look for the “Shreks” in your business!

It is well documented that a wrong hire can cost three times the salary of the poor hire, after you take into account the loss in productivity, workplace disruption and new hiring costs. If you reflect on every great hire that you have made or every great person that you have worked with, the most critical factor has been a positive/ “can do attitude” – a willingness to listen and help. This attribute will always outweigh great knowledge or skills. 

Sometimes people look wrong but are really really right- just like Shreks!

When interviewing both internally and externally, there are two considerations: their level of competency and their presentation style. Don’t get swamped by presentation style – look for the right attitude. People can look right and are wrong and you can miss opportunities of people who look wrong but are right. I like to call them the “Shreks” of your business, as suggested in this picture:

In conclusion, you do not want to miss the “Shreks” in your hiring decisions and with a year of change forecasted, you need to be able to recognise the “Shreks” currently in your business, that may be unnoticed and aim to provide new motivators and career opportunities to them, as they may not otherwise stay around!

Be aware that level of attractiveness does not indicate a  person’s level of competency. Make sure you do not have unconscious biases when judging a person’s capabilty. Reference thoroughly, do capabilty testing,  assessments, competency questionnaires and sight previous examples of achievements to back capabilties.

For more information contact Simone Allan, Director at Mondo Search on 1300 737 917 or email : simone@mondosearch.com.au.


The above is the intellectual property of Mondo Search Pty Ltd. None of the information provided may be copied or reproduced in part or in full without the prior written permission of a director of Mondo Search Pty Ltd



Be wise on Weekends and De frag!

Love what you do!

Weekends will arrive quickly when you love what you do.

When you love your work, life seems so much easier. So often you hear the old saying Happy Wife Happy Life! As our lives become so connected, we can quickly get immersed in work all our waking hours. With ever present email and testy texts we can be thinking about work 24/7 (even when we sleep, our subconscious might also be dreaming about it!). Furthermore, did you know that nearly 70% of employees are actively disengaged? (according to a Gallup research). 

What to do?

1) Set boundaries for your time

2) Allow hours before bedtime where you switch off

3) Maximise your recreational times to include – mental, physical, spiritual space

4) Create interests outside of work

5) Have a 3rd space – find an outlet outside of work and home that is nurturing to you.


Enjoy your time out of work, it will make you a better contributor when you are working.

How to get a job straight out of School


A word to help you in your job search after school is DRREAM! Yes that is dream big and start big! Dream with an extra R for Really Amazing! 


DRREAM is an acronym for the smart steps to find a job:

D – Date and Don’t give up – you have to think of getting a job is like getting a date – prepare both physically and mentally – Don’t limit yourself. Say YES a lot – do your preparation.

R -Resume: write a succinct and powerful resume – 2 pages and include everything that you have ever volunteered for. Include all part-time jobs, internships and awards. Have 1-3 referees, even a quote of who you are to them. Be meticulous with resume detail – headers with how to contact your email & mobile.

R – Research – research your passions and think of companies you are passionate about – we always thrive, if we do what we have an interest in, something (just like school & sport) also research your trusted network – who do you like – what do they do? Ask them if you can do an internship? Keep an open mind – don’t limit yourself to certain types of jobs.

E – Early Work Experiences help. Young resumes stand out if they are loaded with work experiences and demonstrate tenacity – ie. internships, work experiences, volunteering, Duke of Edinburgh, Surf Life Saving etc.

A – Appropriate Dress and be flexible Wear what matches your market. If it is a conservative industry like professional services and banking – wear a suit. You are not being conformist – you are allowing yourself not to suffer unconscious biases and judgement, so people can make a decision on what you think and what you say rather than what you wear (much like a date really). Be flexible and say yes to interviews – no matter where they are located or what time of the day they request to meet.

M – Make Extra Effort and find a Mentor- Like a date – stand out from the rest – get online and research companies, start a blog on something you are passionate about that may be related, write an article and go the extra mile. Follow people who the company would be interested in. Find a mentor within your friends and family who you rate, who has led a good career and ask them to mentor you. They will get as much out of it as you.


Simone Allan, Director & Founder Mondo Search. Australian Business, established 21 years ago. Pleased to have placed 2700 Leaders in Business across Australasia.

More info email kirsten@mondosearch.com.au


To Gap Year or Not?

Gaps from the treadmill in life are often a welcome moment – Gap years and general time outs can be beneficial in so many ways. Life Coaches often talk about finding your third space and a gap year can be that – Defined in the Oxford Dictionary as: A period, typically an academic year, taken by a student as a break between school and university or college education.

Leonardo Da Vinci once said “There is no room in a busy mind for creativity”. Gap years can be so helpful, post a traumatic two years in HSC study. At Mondo, we have placed more than 2700 Senior Executives in Senior Leadership roles since 1998… so what do we think about gap years on resumes? Not at all a concern as the modern world is realising the benefit of time-outs.

There are two schools of thought when deciding what to do – to Gap or not to Gap. It really depends on what you do with that gap year, your cash flow and if you are someone easily side tracked.

General benefits of taking a gap year: Rejuvenation; new experiences; getting out of your comfort zone and a chance to save money before you head to full-time study.

The benefits of heading straight from school to tertiary studies is not getting side-tracked and out of the groove. Gap years during or after tertiary can be a better stage as you are more street-wise and may have more networks and connections.

There is no right or wrong way, it totally depends on you and your circumstances. A Gap year can be a great year that you will treasure all your years. I certainly enjoyed mine following University.



Managing Talent is about Pushing and Pulling!


What can you do to “pull” or attract great staff and what can you do to stop the “push” for them to leave?

What do you need to address to keep your star performers?  It is now understood that employee engagement will impact your bottom line.

The challenge is how to balance the expectations of your staff and the operating needs of your business. There have been many studies carried out on this topic, the latest are the Kelly Global workplace index that obtained the views of 134 000 people in 29 countries, (including more than 20 000 people in Australia) and recent research from Career One.

5 key areas for why people leave or feel a push to leave are:

  1. Not feeling motivated by management and the leadership
  2. No hope for career growth – looking for new challenges
  3. Lack of training and personal development
  4. The role is not challenging
  5. Salary and rewards are not sufficient

5 key areas why people feel a pull to stay are:

  1. A motivating leader/ manager
  2. Career challenges – career path opportunities
  3. New learning and training
  4. Good team environments and;
  5. Good remunerations and/ or benefits and or flexible work options

No matter what size your your business, you can still find creative ways to address all of these 5 key areas, you can give new responsibilities and career challenges to a staff member and align a title change and ask your staff what they need for further training and support.

So many industries today are facing price pressures so pay rises cannot be the only way to incentivise. You need to be creative in rewarding, such as unlimited unpaid holidays,  “personal days”; a “birthday day off”; help with personal finance management; a company nutrition consultation, fresh food in the office , life coaching or counselling if staff seem amenable to it and other company rewards, such as trips to a conference; wellness programs, health checks; gym memberships; yoga, meditation and pilates in the office.

Finally the most important factor is an inspiring leader or leadership team that leads by example, shows that they are also growing and learning; listens and believes in people.

So what makes a job sticky?

You can teach new skills and educate on knowledge but you cannot change a person’s attitude. Sometimes the attitude is governed by whether the right motivators are available in the workplace. Workplace motivators come in many forms and ironically I like to use the acronym FORM to categorise workplace motivators:

F = Family. Allowing staff to have time for family – whether it be carers leave, bereavement leave, time off for family events, maternity/ paternity leave and counselling. Happy workplaces are galvanised by happy home lives.

O = Occupation is everything – think of career challenge aspects that will attract employee , such as a planned career path, supporting further career studies, mentors and general job challenges.

R = Recreation to support another activity. Think of ways to support recreational interests – such as days in lieu; show an interest in their interest!

M = Motivated by Money

This is sometimes the most difficult or easy to please and meet the needs of this motivator, depending upon your business cash-flow. Performance incentives, bonuses and rewards motivate and attract these people.

When thinking about job attractiveness, think about making good form in the job that you offer. Think about how you address individual workplace motivators to manage the push and pulls of talent management.

For more information contact Simone Allan, Director at Mondo Search on 1300 737 917 or email simone@mondosearch.com.au.


Copyright: The above is the intellectual property of Mondo Search Pty Ltd. None of the information provided may be copied or reproduced in part or in full without the prior written permission of a director of Mondo Search Pty Ltd