This blog is a direct transcription of our Youtube video: Quick Q&A With The Managing Director of Inject

How many candidates have you assessed?

Technically thousands really, But I think the most important thing is not how many we’ve assessed, it’s actually how many we’ve seen and heard about in the workplace. And then we circle back and say, well how accurate was our evaluation of those people? Which tends to be actually highly accurate. So we know that that’s probably the most important thing is, yes thousands, but it’s all of the feedback that we’ve got and all the data we’ve got to actually then confirm that how we assess is highly accurate.

What makes you excited about hiring graduates?

I was a graduate myself, and I started on a program at ANZ which was fantastic. I really value that in terms of my development, and so then I went to a job looking after graduates in my division at a sander. I built a program at fleet partners, I managed graduates at accenture helping them get onto projects, I’ve built so many programs for clients, and in our team here I’ve hired and developed graduates. I just know that it works, and so I get excited and energized by working with developing people as they’re starting their career.

What would you recommend to a graduate who hasn’t had prior work experience?

So this is a good one. First of all, you should be working so if you’re studying and you don’t have a part-time job, get that part-time job. Okay now after that, in terms of getting that relevant experience, you’ve got to look at the resources and contacts around you. So you, first of all your parents and their friends, who do they know? What businesses do they have? It’s amazing that they might not have thought about it but you just ask the question, can I get some work experience at this accounting firm? Can I work at this other firm that your dad or mom’s best friend works at? So there’s all sorts of opportunities around you.

Next thing, if you get a job within a larger company say like a call center. A lot of businesses want people to work in those sorts of jobs. Then just say you wanted to get into finance, or marketing, or hr, or whatever the case may be, you have a much better chance of transferring internally to that department because they know you. So perform well in your job, you build those relationships, you make it be known well ahead of time that you want to get involved with that team, ask them “how can I prepare myself”?, and then over a period of time you position yourselves as the best candidate next time they’re looking.

What’s the biggest mistake you see graduates make when searching for their first role?

There’s one thing that graduates can do that’s completely within their control but some take action on most don’t, and that’s really research the company and the people that you’re meeting with, and display that in the questions that you ask and in terms of how you apply to the application. That will stand out from the crowd and shows that when you have an opportunity to learn, you take that.

What’s the biggest change you’ve witnessed in the recruitment industry since you’ve founded Inject?

I think the biggest change I’ve seen is a move away from emphasizing what I’d call “Static Knowledge”. That’s kind of like, do you know how to use this system? Do you have this particular technical knowledge? Because things are changing rapidly that that becomes obsolete. What’s becoming more important are dynamic capabilities, like the ability to solve problems, or to influence, or to just engage with others. That’s been the biggest change I’ve seen.

If you could go back in time and give 22 y/o Tommy a piece of advice, what would it be?

Okay, so one thing that I didn’t do so well and think a lot of graduates don’t do is remembering the names of people you meet and things about them. So the best way to do that, I find is besides using the name in conversation, is to write down the person’s name and a little bit about them. You can do that on your phone. You find actually the act of doing so helps you to remember their name and you have a reference point later on.

This blog is a direct transcription of our Youtube video: 4 Day Work Week: Missing Piece for Modern Workplaces or Management Fad?

The four-day work week is one of the hottest topics when it comes to workplace practices. Is this the missing link when it comes to more productive employees and better mental health? Or is it simply a management fad?

Advantages of the 4 day work week:

So first of all, there was a study from the World Health Organization that found that 745,000 people in 2016 died from stroke heart disease related to working long hours. This was an increase of 33 percent since 2000. What they found is that, If you work 55 hours or more, you have a 35 percent increased chance of getting a stroke or 17 percent chance of having a heart attack. We are literally working ourselves to death.

So why are we working such long hours?

Parkinson’s Law

Well it might allow you to know that we’re patting out our days each time due to what’s called the Parkinson’s law. Now Parkinson’s law was based off a study where they looked at students and gave one group four hours to complete a task and another group eight hours to complete a task. And what they found is that both groups completed the task within the allotted time.

Now you know this happens at work because you see that someone has an hour to get something done or half an hour to get something done and that’s how much time it takes them to do the task. So the idea that we need this five days exactly to get all that work done doesn’t make sense. If people were given four days to complete the same amount of work, they would find ways to be more efficient with their time. Therefore, Parkinson’s law would take effect.

Technology

Now back in 1930 when the five-day work week was developed, we had nowhere near the technology that we have today. What that meant is that work back then was at a much slower pace than it is right now. The intensity of work today pushed into five days is not as good for us as spreading it out. So we have the ability to work faster and more efficiently, but also it’s kind of like five days in a slow jog back in 1930 is not the same as five days as a intense sprint today. So we pull it back to four days, we give ourselves a bit of a chance to recover.

Productivity, attraction and retention

And a number of cases have found substantial improvements in productivity, attraction retention, and overall staff happiness. For example, Microsoft Japan implemented the four day work week and found a 40 percent increase in productivity. Another company buffer who is a startup in the US, found that 91 percent of employees reported being happier and more productive. These are real cases that’s happening all around the world.

Disadvantages of the 4 day work week:

Misleading stats

Let’s first of all look at the world health organization study that talked about us working ourselves to death with people working 55 hours per week. It’s important not to look at these alarmist studies and say, “hey, this problem that’s out here needs this solution here”. This problem of people working 55 hours per week is different to this potential solution which is looking at people working 40 hours per week and saying they should work 32 hours per week, or else work 40 hours per week across 4 days. They’re different categories of people, so that problem won’t be solved by this potential change.

Hour v Culture

I think the second thing to consider is that a lot of these studies look at the total work hours as the cause of stress, when in fact if you think about the other factors at work such as your leader, whether you’re in the right job, whether you have autonomy to make decisions about your work, your work relationships, and other work hygiene factors. All of these things have a significantly bigger impact on stress than the amount of hours. Think about this, if you’re working 45 hours per week in a job that you love, you can control the work that you do when you work on it, you have a great leader you work with, great relationships, you feel inspired everyday, versus working 35 hours per week, and your boss is horrible, you hate your job, it’s boring, it’s frustrating, your colleagues don’t care. The 45 hours is going to be significantly better for your mental health than the 35 hours.

No turning back

Now with the last point around attraction and retention, think about moving from a five day work week to a four day work week. If things change in the future and you have to move back to a five day work week is going to be incredibly difficult to make that change. In fact, we’re making that change that’s likely to lead to disengagement and staff turnover. So if a company is going to move from five days to four days, they better be sure because moving back is going to be incredibly difficult.

So the four day work week is one of the hottest topics when it comes to workplace practices and employee benefits. Is this the next big thing, and progressive companies are adopting it early, or is it a management fad that’s going to fizzle out? When considering the case studies that are there, certainly, there are companies who are on board and saying it’s highly beneficial. However, even if that is the case, is it right for every business and could it actually make things worse? Ultimately for a business, they need to think about this decision very very carefully.

Now as a graduate, what would you think if you were to come across a company that had a four day work week? How important would that factor in for your decision to join? How does that compare to the leadership of the company, the job itself, career opportunities, or pay?