Australian Oil and Gas Projects Overview 2011

Of the 75 projects listed as advanced by the Australian Bureau of Agriculture and Resources Economics (ABARE), 41 are in the energy sector.  An advanced project is one which has already commenced construction or has been approved to commence construction.

Of the 75 projects across the total Australian Resource Sector, 67 are already under construction (with 30 of these still underway this year and in 2012) and eight are still to start, but will do so within the next three years.

In addition, there are 286 less advanced projects identified by ABARE which cite an operational date, but not a construction start date – but most are slated to commence production in the period 2012 to 2020.

Together the total number of new jobs anticipated for the combined sectors for the period 2011 to 2015 includes 45,000 in construction, 61,500 in mining operations and 3,200 in oil and gas operations.

Currently there are only a few projects underway in states like New South Wales, Northern Territory and South Australia, but this looks to dramatically change going forward.  The locations where some projects are currently drawing labour from – or anticipate drawing labour from – may change once increased opportunities present in home locations for employees and candidates.

The National Resource Skills Taskforce analysis released in 2010 shows: 

• Construction jobs on new projects could peak at 45,000 in 2012 and 2013, with strong jobs growth for technicians and tradespeople, and machinery operators and drivers.
• In LNG operations, pending the number of LNG trains constructed by 2015, employment could increase by around 3,200 (eg if four new trains are sanctioned and operating in Queensland and six in Western Australia).  There will be strong jobs growth for drillers (Queensland only), operators, electrical trades and mechanical technicians.
• Replacement demand in gas operations could be around 2,000 persons per annum, including approximately 500 retirements.

The report cites emerging shortages at present—mainly engineers and other professional staff with more than five years experience.

At the time of release, the report claimed there was a significant number of unemployed tradespeople.  However, the Taskforce expects labour market tightening will result in skills shortages by late 2011 to early 2012, particularly in Western Australia and some regions of Queensland. As a result, the resources sector could be 36,000 tradespeople short by 2015.

Each year, we provide an update on major mining, oil and gas projects which are already under construction, or are considered to have a strong likelihood of being approved.  The list is not exhaustive, but does provide those working in the industry, or considering working in the industry, with an insight into career opportunities - where they are located and timeframes.

Unless otherwise stated, all dollar figures in the blogs are in Australian dollars.  All information has been attained and extensively researched from current public sources and is true and correct to our best knowledge at this time

Australian Mining Projects Overview 2011

With 61,500 new operational jobs expected in the mining sector alone by 2015, as well as tens of thousands more in the construction stages (according to estimates released in the National Resources Sector Employment Taskforce report in July 2010), the industry is facing a skills shortage that far exceeds that experienced in the five years preceding 2008.

There are currently 75 advanced projects listed by the Australian Bureau of Agriculture and Resources Economics (ABARE).  Of the 75, 67 are already under construction (with 30 of these still underway in 2011 and 2012) and eight are still to start, but will do so within the next three years.  41 projects are in the energy sector (predominantly coal seam gas/liquefied natural gas), 28 are in mining (predominantly coal and iron ore) and six in mineral processing.

The 286 less advanced projects identified by ABARE cite an operational commencement date, but not a construction start date – but most are slated to commence production in the period 2012 to 2020.

Currently there are only a few projects underway in states like New South Wales, Northern Territory and South Australia, but this looks to dramatically change going forward.  The locations where some projects are currently drawing labour from – or anticipate drawing labour from – may change once increased opportunities present in home locations for employees and candidates.

National Resource Skills Taskforce analysis of 2010 shows: 

• Construction jobs on new projects could peak at 45,000 in 2012 and 2013, with strong jobs growth for technicians and tradespeople, and machinery operators and drivers.
• Employment growth in mining operations is expected to be 4.9 per cent per annum over the next five years, creating around 61,500 new jobs by 2015 due to increased production, driven by demand from Asia.  There will be strong demand for professionals in addition to the skills in point one.
• In addition, further vacancies will occur in mining and gas operations as around 10 per cent of employees leave the sector each year through retirement or transition to other sectors.  Replacement demand in mining operations could be around 16,000 persons per annum, including approximately 3,000 retirements.

The report cites emerging shortages at present—mainly engineers and other professional staff with more than five years experience.

At the time of release, the report claimed there was a significant number of unemployed tradespeople.  However, the Taskforce expects labour market tightening will result in skills shortages by late 2011 to early 2012, particularly in Western Australia and some regions of Queensland. As a result, the resources sector could be 36,000 tradespeople short by 2015.

Each year, we provide an update on major mining, oil and gas projects which are already under construction, or are considered to have a strong likelihood of being approved.  The list is nowhere near exhaustive, but does provide those working in the industry, or considering working in the industry, with an insight into career opportunities - where they are located and timeframes.

What is interesting to note since our update in 2010, is the number of projects that have not met their original cited construction commencement timeframes.  In some cases, projects have been delayed by 12 to 24 months.  Recently Woodside attracted criticism for the delay on its Pluto Project in the north west of Western Australia, but the number of projects identified as part of our review that have fallen well short of their original specified dates, seem to indicate this is a consistent theme.

Disappointingly, six projects The Resource Channel identified as ‘major’ in our last review are not included in this review simply because of the lack of recent information available to the public and in particular the job market.  If we can level criticism at the industry, it is entirely in this space – how can we lament the looming skills shortage when we make it so difficult of those working in the industry or those looking to enter to source the information they need?

Unless otherwise stated, all dollar figures in the blogs are in Australian dollars.  All information has been attained and extensively researched from current public sources and is true and correct to our best knowledge at this time

Living in Western Australia

Living in Western Australia

Western Australia - the ultimate lifestyle destination - offers white sandy beaches, minimal traffic congestion, with more sunny days than any other Australian state and an average yearly temperature of 28 degrees. Whether it's taking a relaxing weekend trip to the Swan Valley or longer trips to the remote regions, an adventurous 4WD tour, sand-dunes or swimming with the whale-sharks on the pristine Ningaloo reef, you're almost guaranteed there will be a blue sky overhead.

More than just an enviable climate and laid-back Aussie lifestyle, Perth offers one of the most buoyant markets in Australia and is the focal point for Resource & Mining, Energy, Oil & Gas and Construction projects. With financial investment of over $125bn on projects in 2010/11 our established business are seeing unlimited growth prospects.

WA offers its residents a unique and unparalleled way of life that is the envy of those who don't live here.

This amazing region offers:

• Relaxed and friendly lifestyle
• Strong sense of community evident in Kimberley towns
• Rich and diverse cultural heritage
• Rewarding work environments or work experiences
• Pristine environment with little or no pollution
• Fantastic recreational experiences on offer including camping, fishing and four-wheel driving

Perth

Perth is a cosmopolitan city of approx 2 million people that is renowned for its easy-going atmosphere and outdoors lifestyle. It offers all the conveniences of a modern capital city while retaining the friendly lifestyle, more often associated with a smaller town. The CBD sits on the banks of the Swan River and is just 15 minutes from world famous white-sand beaches. A 2 hour drive can see you spending the weekend in the world-famous Margaret River wine region, enjoying fine food, internationally-acclaimed wine and some of Australia's best surfing. Perth is a strikingly vibrant city that lies in Western Australia - the only place where you can dive with the world's largest fish - the whale shark, walk amongst the tree tops of ancient trees, sleep under a canopy of stars in the outback, or explore the gorges and wilderness areas.

JobContax currently has a number of Construction and Engineering opportunities based in Western Australia. All jobs come with employer approved 457 visas.

Click the following link to check out the positions:

Jobs in Australia

Gorgon Project Jobs

How to communicate with your Work Boss

Gorgon LNG Project - Facts and Figures

GORGON LNG PROJECT

Industry  Oil & Gas (LNG)

Project value  $43 Bn

Project owner  Chevron

Project management  Chevron 47% Exxon Mobil 25% Shell 25% Osaka Gas 1.25% Tokyo Gas 1% Chubu Power Company 0.417%

Construction Period  Final Investment Decision Granted Sept 2009 Expected First Gas 2014

Predicted employment numbers  10,000 Jobs at peak construction

Project Status  Construction Phase Upstream & Down Stream. Ongoing continued work on the construction phase both Upstream & Down Stream to ensure first gas 2014

Project Information

The Gorgon project is Australia's largest single natural gas project. This project plans to develop the Greater Gorgon gas fields, located approximately 130km off North West WA. The Greater Gorgon gas fields contain resources of about 40 trillion cubic feet of gas, Australia's largest known gas resource with an estimated development life of 60 years.

Gorgon will create a vast number of direct and indirect jobs approximately 10,000 throughout Western Australia from Freemantle to Barrow Island. The project has already committed more than $10 billion to Australian industry and is expected to spend a further $20 billion on Australian good and services over the next 4 to 5 years all this helping to boost the local economy.

Gas will be processed at a state of the art onshore facility located on Barrow Island 56km off the north west coast of WA. The gas plant on the island will include 3 LNG Trains capable of producing 15 million tonnes Per annum. A purpose built LNG loading jetty will also be constructed and see approximately three LNG shipments leave the island each week.

The project will also have a domestic gas phase which will produce up to 300 terajoules per day this being a major component of the foundation project. This gas will be transported via a domestic gas pipeline which will run from Barrow Island to a tie in with the Dampier to Bunbury natural gas pipeline.

This project had to go through a rigorous environmental assessment before receiving final development approval, with unique fauna on Barrow Island and nearby coral to be protected under certain provisions.

The joint venture partners on the project will also spend in excess of $2 billion on reducing carbon emissions from the gas operations, which will see carbon dioxide injected into a reservoir 2000 metres below Barrow Island. Supply deals worth billions have already been signed with companies in China, India, Japan and South Korea.

JobContax Jobs on the Gorgon Project

Gorgon Project Senior Civils Project Engineers Jobs

Gorgon Project Site Supervisor Jobs

Gorgon Project Construction Foreman Jobs

Gorgon Project Site Manager Jobs

Gorgon Project Project Engineer Jobs

Gorgon Project Project Engineer Precast Jobs

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Gorgon Project Site Safety Advisor Jobs

457 Visa Australia

457 Visa

Working with both individuals and corporate clients, JobContax has extensive experience dealing with the 457 visa. Our Australian partners are able to use their local knowlegde, offering fast and friendly services tailored specifically to your needs. Relocation is a big step and is important to get right first time, every time. You need expert advice and support throughout your case - from applying for the 457 visa to employer sponsorship requirements. JobContax can do it all. The Subclass 457 Visa program allows employers to sponsor overseas workers, enabling them to work in Australia on a temporary basis. It is designed for people who initially wish to work for up to 4 years in Australia. The visa is the most commonly used program for employers to sponsor overseas workers in Australia. This program allows applicants to work for up to four years for a sponsoring employer and is restricted to people seeking to be employed in skilled occupations.

Duration

The Subclass 457 visa allows for individuals to work in Australia for a period of between one day and four years. This is one of the more flexible types of Australia visas.

Eligibility

Employers
An employer must be approved as an eligible sponsor before an Australian 457 visa is granted. To achieve approval, an employer must meet a range of criteria set by the Australian Government. Requirements include a demonstrated commitment to employing local labour and a commitment to the training of Australian citizens and permanent residents.

Employees
Employees must be sponsored by an eligible employer to fill a nominated position. A full listing of eligible nominated occupations can be found in the Employer Nomination Scheme List. Employees must have skills, qualifications, experience and an employment background which match those required for the position, as well as demonstrated English language proficiency. Certain character and health requirements must also be met.

Applying for a 457 visa

There are three stages in the processing of the 457 visa: sponsorship, nomination and visa application.

Before individuals can apply for a 457 visa, they must first ensure the sponsoring employer is an approved sponsor. All of JobContax's Australian partners are approved ECPM contarctors.

Employers must submit an application to be a sponsor and are required to meet all eligibility requirements.

The employer must then nominate the position to be filled, along with details of the skills required for the position, the rate of pay and the name of the prospective overseas employee.

The employee then applies for a visa to work in Australia. To lodge a visa application the sponsorship and nomination must have been lodged with or prior to the visa application.

JobContax have helped numerous numerous construction and engineering professionals through the process. Once the employer decides to sponsor someone, the process only takes a couple of months.

Be sure to check out JobContax's current Australian 457 visa approved jobs.

44% of companies monitor employees’ use of social media

A new survey has just been released , that shows how companies approach social media in the workplace, with some pretty surprising findings. When you work in a more open and flexible company, it’s easy to forget that many people, particularly in larger organisations, are subject to fairly intense monitoring or policing of access to social networks. And, somewhat worryingly, the policies adopted towards use of social media don’t just apply to the workplace, but outside of it as well. In the companies surveyed, 44% said that they had policies in place for use of social media that covered use both in and out of the workplace. Further to this, less than half the businesses in the survey said that they gave access to social media for all employees. While this is a difficult subject to broach and there is by no means a right and wrong answer, it nonetheless contributes to an unfair split in the level of access to information and connections.

71% block social networks in the workplace

To show just how extreme monitoring social networks has become, a staggering 70.7% claimed that they actively blocked social networks in the workplace. This is a huge figure and is somewhat surprising, given how pervasive social media has become in our daily lives. And while many may see this as justified, viewing social network use as something purely private, such blocking seems almost archaic :

The issue here is not so much in considering social media as a place to chat to friends, but in viewing it as a valuable source of information. Yes, restricting access to chat to your friends on Facebook is one thing, but restricting access to Twitter for example, is quite another when you consider the role that it plays in the circulation of information and news.

Who owns your content?

Where this gets even more interesting, is that such a large proportion of companies have policies that cover use of social networks outside of the workplace as well. This is a difficult reality for many people and it’s an outcome of the private becoming public. Where once you used to leave work and you had your private life to yourself, for many, that private life is being broadcast online, as you choose. For organisations however, this poses a risk if you are linked to your organisation in any way. Anything you say or do online could indirectly implicate your employer and you can understand the risk here.

But surely, as social media becomes more pervasive in our lives, this line of thinking can only go so far. We are only going to become more public and share more information about ourselves, so how far can the policing go? What’s needed instead of even more policing or moderation, is a step change in society that ultimately changes the relationship between employee and employer. Your job is your job but your life is your life. There will need to be a shift in thinking across society that what individuals do or say online (as long as it’s legal) should in no way affect your position 9-5. The alternative is a more policed society where the employer/organisation has absolute control and can enforce restrictions as they decide is best.

The need for anonymity?

This brings up an interesting issue of anonymity, which has been brought to the forefront since Google’s decision to ban users who don’t use their real names on Google +. Now while this is completely Google’s decision – their network their rules – when you consider this approach in line with how organisations are monitoring social media, it makes things rather difficult. If by default you are forced to use your real identity online but you know that your employer could be watching, it takes away a huge amount of freedom that everyone should have access to. The extent to which you have freedom and access to information online can be determined by your employer, which is a worrying thought and a fairly sobering view of the future.

Why a networked employee is a good one

Companies that restrict employees’ access to social networks, ultimately have a differing view to the benefits of social media. It’s clearly seen as something that can impinge on day to day working lives, as opposed to something that can view it. This, again, is a somewhat archaic approach. Sure, a significant part of social media is about purely connecting with friends from a social perspective. But it’s also about building connections, establishing authority and discovering new information. This can only be beneficial to an organisation. A networked employee is ultimately a better employee as it opens up the lines you have to information and the connections people build extend beyond being purely social and can benefit organisations by creating new opportunities, access to ‘influencers’ in your area and possible lead generation. Nearly 71% of companies are actively restricting this.

Retweet, WTF! The Concise Oxford English Dictionary now adds sexting. Woot!

The Concise Oxford English Dictionary has added 400 words to its dictionary, including retweet, woot, sexting and cyberbullying. The 12th edition of the dictionary is a recognition that modern technology and social media have greatly impacted the English language. Retweet, the act of resharing a message on Twitter, is our favorite addition, though sexting and woot are a close second and third.

The Concise Oxford English Dictionary — which is celebrating its centennial birthday — now has more than 240,000 words. “Sadly, the new edition has no room for tremendous words like brabble ‘paltry noisy quarrel’ and growlery ‘place to growl in, private room, den’ — what we might call a man cave these days,” Oxford University Press’s Angus Stevenson said in a blog post. “But the preoccupations of today’s Generation Y have opened the door to some equally colourful vocabulary — how about momo, noob, nurdle, and woot?”

Among the other additions to the Oxford English Dictionary are jeggings, mankini (a term popularized by Sacha Baron Cohen’s Borat movie) and domestic goddess. Earlier this year, the Oxford English Dictionary Online added WTF! OMG, LOL, FYI to its list of official English words.

Gorgon Project Job Interviews | London Aug 26/27 | Dublin Aug 28/29/30

Construction and Engineering Jobs in Australia

JobContax in association with our Australian partners are currently recruiting for a number of large civils projects in Australia. We are currently looking for Project Engineers and Construction Supervisors to work on the $43 Billion  Gorgon LNG Project. The Australian contractor is flying over to conduct interviews in London on August 26/27 and in Dublin on August 28-30. Visit our Gorgon Project Jobs page for full job details.

All roles come with excellent packages including relocation costs and employer sponsored family Australian 457 visas. These positions represent a fantastic opportunity to progress your career and gain large project experience. For more information on Australian 457 Visas and the Gorgon Project click the links below:

Gorgon LNG Project information         

 Australian 457 Visa information

To be considered for interview, apply through our website, www.jobcontax.com, for the job or jobs which you feel you are qualified for and one of our consultants will contact you and explain the interview process in detail.

Contact Details

Website: www.jobcontax.com
   E-Mail:  info@jobcontax.com
   Skype:   JobContax
   Phone: 353-1-7978720

        

UCD launches biotech initiative in China's 'Silicon Valley'

University College Dublin (UCD) and Shenzhen University (SZU) have joined forces to establish the Institute of Health Science and Innovation in the heart of China's Silicon Valley. The collaboration integrates education, research and innovation programmes in health sciences, bioengineering and health-related technologies, healthcare management and informatics. The elements of the institute include a Health Sciences Curriculum Development Unit, a Biomedical Engineering Research and Technology Centre and a Centre for Healthcare Leadership and Innovation.

As part of the agreement, the two universities will establish a doctoral programme (MD) for all qualified SZU medical graduates. The first year of the programme will take place in Shenzhen. Following the successful completion of the first year and the state medical licensing examination of China, the students will transfer to Dublin to pursue a further two years of translational research doctoral studies in UCD School of Medicine and Medical Science with joint supervision from academics and clinicians from UCD and SZU. The students will be awarded an MD degree from UCD. “UCD has prioritised internationalisation in its new strategic plan Forming Global Minds and the agreement with Shenzhen University adds to the university’s multi-pronged links with China. Shenzhen is one of the world’s hotbeds of innovation,” said UCD president Dr Hugh Brady. For the past two years, UCD has been advising Shenzhen University on the design of the curriculum for its new medical school.

Opportunities for researchers and entrepreneurs

“Building on the strong collaboration developed recently between our two medical schools, this initiative should provide exciting new opportunities for Irish academic researchers and entrepreneurs to work in partnership with some of China’s most impressive medicine and biotechnology programmes. We also look forward to welcoming Shenzhen students to Dublin where they will be a wonderful addition to the UCD community,” Brady added.

SZU president Prof Zhang Bigong said UCD's quality of teaching, research and facilities impressed him during his visit in 2008. The main reason why UCD has been selected as the partner was the excellent reputation of the UCD School of Medicine and Medical Science, he added. “The UCD School of Medicine and Medical Science is particularly excited by the partnership with Shenzhen University. In our experience, international partnerships such as these compel us to reflect, adjust and develop our teaching programmes with needs of the global citizen in mind.” said Prof William G Powderly, head of the UCD School of Medicine and Medical Science.

Protect Your Online Privacy while Travelling

At the peak of summer, the weather is not all that’s heating up – privacy, it turns out, has never been hotter. From senators to major news outlets, it seems everyone has privacy on the mind these days.

What does this have to do with your upcoming vacation? Well, chances are you’re packing more than a swimsuit and a beach book – what about your smartphone, laptop, tablet and digital camera? These devices are loaded with personal information and pose significant privacy risks if not properly protected during travel. Exercise a little common sense and follow these privacy tips to help protect your personal information and ensure a safe and relaxing vacation.

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1. Use Secure Wi-Fi and “https” Whenever Possible

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If you’re connecting to a wireless network, be it at a café or your hotel lobby, it should be password-protected to prevent unauthorized persons from accessing the network. You can also ask the venue if they have encryption enabled for their wireless router, which provides an extra layer of defense. If you plan to log in to your online accounts or enter sensitive credit card information over Wi-Fi, make sure the website URLs begin with “https,” indicating that they encrypt your data during transmission.

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2. Consider Tracking or “Find Me” Apps for Your Digital Devices

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Computers, tablets and smartphones are popular theft targets due to their high resale value, but you can equip them with 21st century anti-theft protection. Choose from a variety of apps that allow you to track and potentially recover your devices in the event of theft. Some apps take photos of the perpetrator, geo-locate the stolen devices or even allow you to remotely log in to the devices.

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3. Don’t Broadcast Your Absence on Social Media

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Announcing your travel plans on a social media account can clue potential thieves to an opportunity to raid your vacant home. This threat is especially magnified if your social media accounts are public.

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4. Log Out Of Public Computers

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If you check your email at an Apple store or Internet café while on vacation, remember to sign out of your online accounts when you’re done. Simply closing the browser window is not enough – some accounts may keep you logged in. Therefore, the next person who tries to log in to their own email or social networking account will have full access to yours.

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5. Consider Leaving Your Laptop At Home

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If you’re thinking about packing your work computer, remember it may contain sensitive information. Border agents have sweeping search powers upon country reentry, and have the power to search and copy the contents of your smartphone or computer. Depending on the device’s information, maybe it’s best to leave it at home.

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6. Monitor Your Financial Statements In Real Time

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A daily check of your credit card and bank account while traveling can’t hurt. Tourists are often prominent targets for fraud; therefore, daily monitoring can help target suspicious activity (like double-charges) right away. However, remember to only check these sensitive financial accounts using a secure Internet connection.

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7. Password-Protect Your Devices

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Your devices and the data they contain are more vulnerable when you are on the road or visiting an unfamiliar place. If you have sensitive information on your digital devices such as medical records, password-protect or even encrypt sensitive files for further protection. If your devices are stolen, you’ll have peace of mind knowing your data is safe.

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8. Lock Sensitive Documents/Devices In Your Hotel Room Safe

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If the place at which you’re staying doesn’t offer a safe, then securely carry them on your person.

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9. Cameras Are At-Risk Too

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Your smartphone and laptop aren’t the only devices with personal data. Last year I lost my Wi-Fi-equipped camera while traveling abroad. After my return to the U.S., I discovered that the camera had automatically uploaded pictures to my online account. Lo and behold, they were not my photos! The new camera owners had unwittingly uploaded their family vacation photos to my online account via the camera’s Wi-Fi-enabled memory card.

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10. Check Your Privacy Settings Before Sharing Vacation Photos

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When you return from your travels, it may be tempting to immediately upload your vacation photos to your social networking account, but take a minute to review your privacy settings beforehand. That photo of you taking tequila shots at the poolside bar could end up in the network feed of your boss or a future employer.

72% of Irish workers prefer to work for a female boss

72% of Irish workers prefer to work for a female boss. This is according to new research conducted by Peninsula Ireland. The research also revealed how the assumption that male bosses are often preferred by staff, is not necessarily the case. It also found that a further 67% of those surveyed said they feel more comfortable approaching a female boss with a personal problem, compared to a male manager. In addition, 62% of employees said they feel more motivated and productive when working in a female-managed workplace.

Speaking of the findings, Alan Price, managing director of Peninsula Ireland, said: “In a male dominated world, Irish employees prefer female bosses. Their instinctive ability to manage both fairly yet firmly can be an asset to both the employee and the company.”

“Whilst remaining professional, females are generally aware of how to be compassionate and adapt to treat each and every situation. These traits sell themselves to staff that then feel more comfortable with their boss. “Respondents of the survey felt that male bosses can often run the risk of becoming blinkered by chasing the end goal and getting distracted from considering their treatment of employees. This may lead to demotivating their team and affect their productivity.”

Mr Price added: “Despite the fact that the number of females in high powered jobs is fewer than that of males it is not a reflection of their ability to manage or cope with the responsibility associated with being the head of an organisation. “The old-fashioned idea of women’s inability to compete alongside men within the business world in order to lead firms to success is still clear today. “This prejudice towards female employees can often encourage determination to thrive and out-do their male colleagues in order to prove themselves. This enthusiasm to succeed can rub off on to staff and filter through in the form of more productive work.”

Mr Price said the research also revealed how the assumption that male bosses are often preferred by staff, is not necessarily the case. As a result, he said the “common hesitation” towards female management needs to be re-evaluated and their benefit to organisations should be greater appreciated.

Job Interview Research

Preparing for an interview? Need to impress your boss? Want to improve your lot in your career? Here are points to research, know and use accordingly. You don’t need to look far, but taking the time to consider these four points about a company you may want to work for will serve you well.

The Company’s Goal:  What is the company’s stated reason for being?  What do they need to accomplish and when?

1. What problem does the company’s products or services solve? This may have been easier to answer before the Internet and some of the social solutions we see today. But hey, Twitter gets the word out to followers fast and in many instances that can serve a purpose. Knowing this can help compare the company and industry to other opportunities you may consider.

2. What is the value of solving the problem? In other words, what audience is willing to pay for the products and services and if so how much and for how long? It doesn’t take a marketing whiz to Google and find the data or at the very least ask a few knowledgeable people and take your own swag. And, at the end of the day can help quantify the value of the opportunity.

3. What makes the company’s offerings unique? Compare to competitors own words, research analysts in the market and find out if the opportunity stands with the company or if you should set your sites on another.

4. Does the company have a defined culture known and accepted by the employee base? Almost all companies have grand statements describing their culture – great. Now call into the company or hang out at a lunch spot close by and question any employee about the company in question. If you ask three separate employees and get three different answers, you can bet the company is all talk. Or as we say in Texas, all hat and no cattle. Find the company where the culture is known by all and the prouder the employees recite and describe the culture obviously the better.

We all research a company before an interview or a chance at a promotion, and Glassdoor.com, a jobs and career community, is a great place to get opinions and insight from current and past employees. If you want to know more, show that you’ve done some research and have data that can help make the right decision.

Who Uses LinkedIn?

Many businesses are still unconvinced of how useful LinkedIn will be for them, whether employees should be encouraged to use it or whether there is any real business value in the site. I wanted to put together some essential stats that show just how big LinkedIn has become and why you can’t afford to ignore it. In addition to stats that show the reach of the site such as 100 million users, I wanted to delve a bit deeper to find out more about who’s using it and how.

Tech and finance are the leading sectors

Research compiled in July 2011 by Amodiovalerio Verde gives an indepth look at the demographic breakdown of LinkedIn users which is useful for people targeting other individuals or businesses, but most interesting out of this is the breakdown of industry sector. Tech is leading here at 15.3% of users, but interestingly this is followed closely by Finance at 12.9%. This shows that corporate social networking is also making its way into more traditional sectors, while others such as Media are coming in surprisingly low at 3.3%

More than 80% of members are decision makers

This is likely to get a lot of people’s attention, as it shows the potential to generate real business leads and referrals through LinkedIn. In an infographic released by LinkedIn to show the real make-up of LinkedIn members, they revealed that over 80% of members on there are the decision makers in an area of business in their organisation. Focused marketing efforts on LinkedIn can generate real results if you invest time in building relationships, evidenced by the significant amount of key decision makers on the site.

50% of Fortune 100 companies hire through LinkedIn

Showing just how pervasive LinkedIn has become in recruitment, this statistic, released just over 10 months ago, finds that over 50% of Fortune 100 companies now use LinkedIn for their recruitment strategy. It demonstrates the value in really using LinkedIn when jobseeking and the level of companies that use this alongside more traditional recruitment methods. In addition, top execs from all Fortune 500 companies are on LinkedIn, proving that it’s an invaluable business tool across the board at all levels

62% log in from home

This is an interesting stat, pulled together for the UK specifically. The findings released, revealed that the vast majority of time spent accessing LinkedIn is done from home – at 62%, with 38% logging in from work. This is not necessarily how you would expect LinkedIn to be used and it could suggest that there is a large mix of jobseekers and small business owners on the site, who would typically use it from home. I suspect what’s also at play here is people that are covertly looking for a new job without wanting to be caught at work, so they build out their profile and network at home.

Sales jobs lead the pack

As you might expect, sales is the leading job function on LinkedIn in terms of active members, as shown on the image below. There are 6,080,000 members on LinkedIn that work in sales, followed by academics at 5,277,000 and admin at 5,303k. To put it in the context of LinkedIn’s 100 million total members, over 6% of members are working within sales. As a b2b tool it shows there’s a lot of people on there looking for business in a crowded marketplace. If you want LinkedIn to work for you in terms of generating revenue, you’ll need to work hard on your relationships and community to stand out from the crowd :

What is an Australian 457 Visa?

All JobContax Jobs come with Australian 457 Visas

All jobs in Australia on www.JobContax.com come with 457 visa attached.  Due to the shortage of experienced skilled Construction and Engineering professionals in Australia, suitable foreign national are being offered 4 year working visas (457) by employers. The 457 visa entitles the bearer and their family to live and work in Australia.

The 457 visa is the most commonly used program for Australian or overseas employers to sponsor skilled overseas workers to work in Australia temporarily. The full title of this subclass of visa isTemporary Business (Long Stay) - Standard Business Sponsorship (Subclass 457).

Requirements

Employers must be approved by the Australian government as an eligible employer. Employees must obtain a new visa and sponsorship if they wish to move to another sponsor.Holders of this visa may be employed for a period of between one day and four years and may bring any eligible family members, including same-sex partners, who have unrestricted work and study rights in Australia. Holders of the Subclass 457 visa have no limit on the number of times they travel in and out of Australia.

Employees must also meet minimum levels of qualifications and English language skills, in addition to character and health requirements. Whilst the employer can nominate a person for the particular position they are trying to fill, it is the Department of Immigration and Citizenship that assess and determine whether the criteria for visa grant have been met.

Conversion to permanent residency

457 visa holders can convert to Australian permanent residency status. It is common for 457 visa holders to apply for a permanent Australia residents visa with a view to permanently settle in Australia and become Australian citizens. There has been a recent increase in the number of grants of permanent residence visas to people who last held a Subclass 457 visa.  However there is Australian parliamentary concern regarding overseas agents falsely marketing permanent residency to Australia.

 

The World Wide Web turns 20 years old

Saturday is the 20th anniversary of a high-tech invention that changed our lives, the World Wide Web.

The first web site went online on August 6, 1991. The Internet already existed, and British computer scientist Sir Tim Berners-Lee created the World Wide Web as a way to communicate using hypertext.

Internet addresses starting with www are for sites on the World Wide Web. Now, 20 years later, Alexa.com reports the web's most visited sites are Google, Facebook and Youtube.

Sports Stars on Twitter

We have listed the top five biggest users of Twitter from the world of Soccer, Rugby, Golf, Formula One and Tennis. Although when we say the biggest users, we suspect that many of these accounts are handled by the player’s agents and their management companies. During our research, we came across some interesting findings.

Football

It seems oddly fitting that the biggest tweeters from the beautiful game are from the Spanish League, given Spain’s dominance of world football at the moment, although many of the footballers on the list aren’t actually of Spanish descent. At the top of the table is Brazilian Kaka has over 5.3 million followers, that’s more than the entire population of Ireland. In second place is his Madrid teammate, Cristiano Ronaldo, followed by Diego Forlan who plays for cross-town rivals, Athletico Madrid. Rio Ferdinand is the only Premier League player to make it into the top five.

@KAKA
Madrid
Bio: Um cristao, marido e pai. Que ama o futebol
Followers: 5,200,898

@Cristiano
Madrid
Followers: 3,642,834

@DiegoForlan7
Madrid
Bio: Goleador del Mundial 2010, disputa su tercer Copa América y es uno de los delanteros más importantes de la tabla de goleadores de Uruguay según DIRECTV Sports.
Followers: 1,578,219

@andresiniesta8
Barcelona
Bio: Andrés Iniesta Lujan, born in Fuentealbilla the 11th of may of 1984. Football player from the FC Barcelona in Spain.
Followers: 1,420,040

@rioferdy5
Manchester, UK
Bio: Official Twitter account of Rio Ferdinand
Followers: 1,329,319

How many pairs of underwear should you own?

Laugh it up. But I am sure you have thought about this very question at some point. Sure, you may not remember your reasons, and I doubt you wrote down the logic to derive an answer as I did. But since you own underwear, you must have had some reasons behind those purchases. I bet you weighed the benefit of having some minimum number versus the constraint of your closet space and the cost of buying more underwear. You arrived at some optimum number of underwear, as did I.

How many pairs of underwear do you prefer to have? It is worth noting that personal questions like this do not have a right or wrong answer. But it is often helpful to hear how people made their decisions. Here is my attempt at coming up with an optimal number of pairs of underwear.

My goal  Just to be clear, I want to define what I am answering. I am not going to even attempt to count underwear people buy strictly for fashion or special occasions. Those are a whole other category. I merely want to discuss the practical issue of daily-wear items.

My logic  I think a one week supply of underwear is generally agreed as a bare minimum number. Anything less means you’ll be spending most of your time doing laundry. But I think one week is far too little. It means you have no spare if you choose to work out one day or if you somehow lose or rip your underwear. Rather than get just a few more pairs of underwear, it would seem logical to just go ahead and get another week. That puts you at a two week supply which is a fine amount. You can now limit the time of doing laundry, and you have a good buffer of spare clothes.

But I find even two weeks can be troublesome. The major issue arises when you might want to take a longer vacation, like a week long. Unless you have just done laundry, you are going to be somewhere in the middle of your supply of underwear. This often results in having to do laundry either (a) before the vacation so you have enough (b) doing laundry on the vacation or (c) having to do laundry right after your vacation–this is not relaxing at all. By my logic, having a 2.5 week supply is a reasonable amount. I go one step further and just stock up to 3 weeks (about 20 pairs of underwear) to give myself an ample amount and flexibility on when to do laundry.

My answer In summary, I think having a 3 week supply of around 20 pairs of underwear is sensible. Having more is okay but it can be an issue of closet-space and cost (buying all that underwear adds up!). So now you know my logic and I am curious to hear your thoughts and field suggestions. How many pairs of underwear do you own? What other issues came about in your decision process?

Questions to ask at interview

Answering questions doesn't cut it anymore. While job seekers focus on knowing all the right answers and impressing their interviewers, knowing which questions to ask can tell employers much more about you than any answer you might have. We spoke with a number of career coaches, headhunters and hiring managers who couldn't stress this enough. What will stick with them is that you asked the right questions, paid close attention to the answers and really fathomed what their organization is all about.Here's a list we gathered of the best questions you can ask, how to ask them and the right time to do it.

1. What sort of candidate are they looking for?
It's very important to ask questions near the beginning of the interview. Why? "The key to a good interview is understanding what an employer needs, so you know what it is you have to sell." A good questions can be: "What is the most important thing that you need someone in this position to complete in the first 30-90 days at the company?"

2. Get specific: You want to ask questions as "a doctor or analyst might do while conducting a thorough exam"
You’ll want to hear where this organization has been, where they are today and what type of goals they’d like to achieve. "What’s the history of this particular role? How did they come to define it as such? How will they recognize top performance and by what method will they calibrate results?"

3. "If I started this afternoon, what would I be working on?"
You should have a 3x5 card with the three things you most want to tell them about yourself, and the three questions you have for them, says career coach Win Sheffield. Good questions would be: "If I started this afternoon, what would I be working on?" or "How would I be spending most of my day?"

4. Don't ask: "Where might I end up in three years?"
Stay away from questions on your growth opportunities in the company, says Neil. This will make your interviewer question your intentions.

5. DO NOT ask about benefits or vacation time
"It's kind of weird when someone gets into the nitty-gritty of the benefits," says Alison Green, from Ask A Manager. "I've had people ask me who the health care provider is, if we have dental plans, how many vacation days we offer." Sheffield agrees: "Nothing about payment, or any kind of question that is self-indulgent." Once you're offered the job, that's when discussion about payment starts.

6. And whatever you do, don't ask these two questions
A - "Do you drug test?"
B -  "When can I go home?"

7. At the end of the interview, you can finally ask: "I'm wondering where you are in your hiring process?"
Win says the questions you ask at the end of an interview are also equally important, but they all depend on your interviewer's reaction. This question allows you to know when to follow-up with your interviewer.

8. Then ask: "I'm very interested in this job, I'm wondering where I stand compared to your ideal candidate?"
This is a great question, Win says, because depending on what they say, you will know what to write in your follow-up message. In a second or third interview, or if you've developed a friendly relationship with your interviewer, you can reword the question to: "How do I stand against the people you have interviewed?" Like the question before it, their answer can give you clues as to what to write in a thank you note, or how to answer other questions better.

9. After you ask your questions, be sure to listen to your interviewer's answers -- and judge their reaction
"Listen to how they self-diagnose while you make your own private diagnosis. Consider whether your assessment matches theirs," says Jaffe. "Never mind whether you’re the right person for this role. You can think about that later, in the car on the way home."

10. Express concerns you have about the company (within reason)
"Hiring managers honestly want to flush out any questions you might have about the company," says Green. "One of our worst nightmares is having someone take a job and three months after realize that they're miserable and have to start all over again."

11. Your enthusiasm for the job should come across in your answers
Goldman Sachs' head of human resources once said that the most important thing someone can show her in an interview is enthusiasm for the job, according to Sheffield. "If you're not asking questions about a job you're interested in, then I wonder why you're interviewing for it in the first place," he says.

12. The worst thing you can do is wait until the end of the interview to ask your questions

"One of the greatest mistakes you can do is wait until the end of the interview," says Neil. "By then it's far too late."A good way to sneak in your first questions is after the inevitable "tell me about yourself" question at the start of interviews. You can do it by saying "I can talk about my experiences for hours, but today I want to focus on what's most important to you," Neil says, and then ask you can your interviewer a question.

However, phone interviews are different.
In-person interviews allow you to judge someone's reaction. Phone interviews, on the other hand, tend to be more structured, Green says, so it's fine to wait until the end to ask questions.

Taking a Lower-Level Job Position

It’s easy to conclude that taking a lower-level position means putting the brakes on the career track or even taking a step back, but in fact, there can be a lot to gain in such a decision. Sometimes you have to take a step back in order to take a step forward in your career. There are a number of practical reasons to why taking a lower position makes sense.

Career Changers: A large percentage of individuals changing careers will face the need to start near the beginning with entry level workers. If you make a drastic career change, such as going from ER nursing to accounting on the CPA track, you can’t expect an opportunity to jump right to the top until you have honed skills and subject matter expertise. Of course, if you have transferable skills from a previous career that may help to secure an opportunity above entry level.

Field of Practice Changers: There are many people who choose to stay in their profession, but make a change in their field of practice. For example, you may have started your career in marketing for the travel industry, but decided to switch gears to the pharmaceutical industry. A lateral move may not always be possible because, like the career changer, you may not have the necessary industry knowledge needed in the field, especially if it is a highly specialized sector. For instance, technical language used to market pharmaceuticals in the United States follow strict guidelines approved by the Food and Drug Administration. The approaches taken to marketing may be drastically different between two fields.

Job Changers: Job changers include individuals who want to make a switch in the type of company or organization they work for. Certainly, working for a non-profit is not the same as corporate and going from an agency to an in-house position has its differences. So, while you may take a lower position, the title and associated responsibilities may vary widely between employers – and it is important to consider the experiences and opportunities available with the open position. For instance, you may go from an agency to an in-house position at a lower level. Expectations for formal promotions also may vary given different corporate cultures involved. Essentially, you may start off in what is perceived as a lower position, but you wind up with far more advanced experiences that you might otherwise have.

The (Extended) Unemployed Candidate: The difficult economy has resulted in a large pool of unemployed individuals who are well-educated and qualified for positions. Under such circumstances, it’s not rare if you’ve been unemployed for over a year. There have simply been more qualified candidates than job openings available. So, it may come to a point where you have to make the decision to take a lower position in order to: a) bring home a paycheck to pay for essentials, b) maintain your marketability (after such an extensive period of unemployment, it may be a greater setback to remain unemployed – your marketability withers with time away from the market) and/or c) help secure a better job opportunity down the track (employers typically favor candidates who are already employed).

 

Regardless of the situation, here are key questions you should ask yourself to help decide whether taking a lower position is the right move for you and your career.

1. Does this type of job fit into my long-term career goal? Essentially, will it get me where I want to be down the road?


2. After taking this position and settling in, if I go back on the job hunting track, will I be able to communicate to a potential employer how the experience has helped me grow and evolve to be prepared for this next position?


3. Do I believe I can excel in the position and create realistic opportunity to advance within the company?


4. Will I be happier with the position? Most people spend a large part their life working, so it is important to be happy with what you do. Be wary of how dissatisfaction with a job can quickly lead to burnout.

If you answered yes to the questions above and can put your ego aside, making the decision to take a lower position can be a rational move to help steer your career forward. You can expect to be happier with life and your career. However, after taking a lower position, you need to maintain perspective on your reasons for the decision. It is easy to let pride get in the way of things.  Remember this decision is based on a long-term plan, not a short-term plan for your career.