To Gap Year or Not?

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


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


Recruiters Are Considered Scum!

I think I may be considered a stalwart now in the recruitment industry – having devoted 24 years of my life to the profession of recruiting. I still enjoy the opportunity to build company talent pools and help connect people’s careers yet …. Why do I think recruiters, used car salespeople & financial planners are lumped into the same box?

6 reasons:

1) Life Decisions
Jobs, cars, houses and finances are big life decisions that have a huge impact on your life and you do remember these big decisions and whether they were positive or negative. You will remember how you were treated when making one of these life decisions – you may not remember how you were treated when you bought you last lounge or fresh juice.

2) The Scurry of the Job Market
Running a recruitment assignment today can have many interjections – last minute hidden applicants, internal recommendations, changes of structural planning by the client and sometimes more than 150 applicants all wanting daily feedback. From a candidate perspective, it’s understandable that feedback on the day is so much sought, as it’s a tough time navigating the job search, yet so often as a recruiter to maintain feedback that is bespoke and timely is a challenge. So often the recruiter does not know themselves the client feedback as the client is delaying a decision. Is is sad to see today that job ads can say – if you are not successful you will not get feedback! That seems rude as there is a huge time investment by the applicant.

3) The Recruitment Industry Isn’t Regulated
There is not even a qualification to open a recruitment company. Even the real estate market has a license. You can hang up a shingle even without a Psychology or Human Resources Degree and start finding critical people assets for organisations! How ludicrous is that!

4) The Profession of Recruitment Has No Formal Training or Qualification in Australia
I fell into recruitment from a headhunt interview with a leading recruitment company at the time, who liked the fact I was in a national sales role and had qualifications in Psychology and Human Resources. The UK has recruitment degrees – they go to university and study recruitment as a profession. That is why you meet so many UK recruiters in Australia.

5) Transient Recruiters Thinking Short Term
Many transient UK recruiters pop over to Australia for a sabbatical and do recruitment for a moment – this has often had a detrimental impact on fast, non caring hiring processes – transient recruiters are not here for the long term, not leaving good impressions about the process.

6) The Tough Reality is Recruitment is More About Respectful Rejection Rather Than Recruitment
As only one person gets the role and up to 100+ invest their time for no outcome – people are not good at handling tough decisions at times. The crazy thing now is there is Artificial Intelligence technology (robots) that screen a resume and decide if the internal recruiter reviews a resume. There is even a product to screen all the rejection letters so applicants don’t have to open the “Dear John” rejection letters …ROBOTS TALKING TO ROBOTS ABOUT A HUMAN BEING EXPERIENCE!!

NO WONDER RECRUITERS ARE CONSIDERED SCUM! To experience the Mondo difference, please visit our website and contact one of our team members.

Recruit with Rigour – Is Psych testing helpful?


Is Psych testing helpful when hiring someone? Are you recruiting with Rigour? 

Despite my qualifications in Psychology, I am still sceptical about using psych testing as the hiring tool to decide whether to hire someone. In my 25-year executive search career, hiring over 2700 people and interviewing over 120,000 people, I would have to say that psych testing is helpful as an additional tool for identifying good reference check questions to ask and as guidance for future management of the person.

Rigorous recruiting requires a full assessment of the candidate’s skills, behaviours, motivations, including consideration of their upbringing and life attitudes.

Are your recruitment processes giving you great talent who fit your culture? It is important to note that the success of the company and the success of employees are intrinsically linked. Do not confuse high performance with future potential;  staff turnover kills revenue growth.

Low performers often displayed the following traits:

  • Extraversion (become too emotionally involved and unable to tone down)
  • Team focused (too group focused and lacking self-direction)
  • Integrated networks – do too much business with themselves
  • Highly emotional (taking things too personally)
  • Highly conscientious (too much focus on detail and process and less agile and solution-focused in their approach)
  • Highly social (too much talk, not enough action)

High performers are more balanced in introversion & extroversion scores; have high abstract reasoning; are mentally agile and have networks outside of the workplace. They are outcome-focused; self-reliant; demonstrate critical thinking skills and are diplomatic and engage well in team communication.

What this information goes to show is that a psychological test, in isolation, is not enough when benching talent for your organisation.  You need to be really holistic in your assessment process, include 360-degree references, do group simulations, ask the candidates to do case studies, behavioural-based questionnaires and ideally a myriad of both formal interviews with some of your existing team and casual meet ups. You need a rigorous approach, with many recruiting tools to ensure that you recruit with rigour!

For more information contact Simone Allan, Director at Mondo Search on 1300 737 917 or email

Think Big! Love Your Work

“If you do what you love you’ll never work a day in your life​” – Marc Anthony

Today SEEK released results that more than 1/3 of people are unhappy in their role. At Mondo, we have been operating 20 years in recruitment and our research says that this statistic is conservative, sadly we believe more than 60% of people are unhappy in their roles. Converge International recently stated that 66% of Australian workers are unhappy in their role.

Why are people working in roles that they’re not happy in?

  • People are afraid of change
  • People are fearful of the future
  • Society expectations
  • Financial security more than – ABS in 2016 74% of households in Australia held debt, averaging $168 000. Credit card debt held by 55% of households

How do you find a role that you enjoy?

There are five key motivators in a role

1) The leadership

2) The workplace offerings and culture

3) The career challenge & stretch

4) The learnings and

5) Financial reward

Look at these 5 motivators when considering employment.

Think about what are your best skills where and when you were most happy? There are many online tests to look at your commercial strengths such as the strengthsfinder by Marcus Buckingham. Understand that some of your worst jobs can help you build resilience, often it is not until you hit rock bottom that you will make change.

Start to future proof your career – build a long-term engaging network from school or University, to past and present work colleagues. When people like to help others and when they do it is a known fact that happy hormones /endorphins are released.

Reach out to people who you think may be able to provide you with ideas and brainstorm what your strengths and passions are.

Build your bag of Tricks! Start to collate your bag of strengths and skills and consider new learnings that will contribute to your career success. There are many examples of people looking outside the box and finding commercial joy in new vocations. The hospitality industry is looking at ex-servicemen with their skills in discipline in operations, great sales negotiators could consider commercial mediator roles.

Also think about a “portfolio career” – do a few contracts at once and vary the roles. Many organisations now prefer to hire contractors for a few different functions.

So think about what makes you happy and go for it! We spend so much time now in our lives working so make sure you enjoy what you’re doing!!


Innovations In Tech Helps Business

Technology is becoming more and more powerful in assisting our effectiveness and efficiency in business. Here are some of our teams’ favourite apps and websites that you could use.

Zoom is the leader in modern enterprise video communications, with an easy, reliable cloud platform for video and audio conferencing, chat, and webinars across mobile, desktop, and room systems. Free to sign up (limitations apply)

WeChat users can do just about anything, including play games, send money to people, make video calls, order food, read the news, book a doctor appointment, and more.

Slack is where work flows. It’s where the people you need, the information you share, and the tools you use come together to get things done.

Trello is a collaboration tool that organizes your projects into boards. In one glance, Trello tells you what’s being worked on, who’s working on what, and where something is in a process.

WhatsApp Messenger is a freeware and cross-platform messaging and Voice over IP service. The application allows the sending of text messages and voice calls, as well as video calls, images and other media, documents, and user location.

Scanner will turn your mobile device into full-featured, powerful and fast document scanner.
With iScanner you can scan books, receipts, any kinds of documents, paper notes, whiteboards, schedules, timetables – anything you might need in your day-to-day life.
Call us anytime if you want any help or insights – we are always learning from our clients the latest and greatest innovations.